Human resources business partner jobs in Schenectady, NY - 76 jobs

Responsible for aligning business objectives with employees and management for designated business groups. Establishes partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Typically supports two or more business groups of increasing complexity. + Meets regularly with respective business group leaders to stay informed of the needs of the group as well as inform the group of HR initiatives. + Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance, may consult with legal team as appropriate on extremely complex or high-risk issues. + Provides guidance and input to managers on performance management, evaluation, compensation, recognition programs and training. + Interprets human resources policies for supervision, counseling employees concerning work related problems. + Manages and resolves complex employee relations issues and conducts effective, thorough and objective investigations. + Conducts research, analyzes data and prepares recommendations on assigned projects. + Partners with the broader HR team, shares best practices to enhance the effectiveness and performance of the HR team. + Participates in the orientation of new employees and conducts exit interviews within key projects to better understand attrition trends, making recommendations on how to address attrition issues. + Recommends strategies to motivate and engage employees and supports change management and culture initiatives. + Actively participates in the implementation of processes and strategies related to career development, staffing initiatives, employee relations, workplace ethics and performance management. + Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. + Supports training needs for various programs and may deliver (or coordinate the delivery of) non-operational training. **Minimum Qualifications** + Bachelor's Degree in Human Resources, Business Administration or related field or equivalent experience. + PHR, SPHR, or related HR Certification preferred + 5-10 years of experience in Human Resources or a specific HR discipline. **Other Job Specific Skills** + Strong verbal and written communication skills, including presentations and training. + Experience developing, implementing, and supporting HR programs, policies, practices and procedures. + Consulting skills required, including the ability to understand internal client business needs and to explain Human Resources processes and principles to managers and employees. + Tactfulness and self-confidence to appropriately maintain employee confidential information. + Ability to manage multiple projects and priorities in a matrixed organization. + Must have strong facilitation, persuasion, and listening skills. + Must have the ability to proactively research and review labor laws, regulations, and policies, and recommend courses of action. + Must demonstrate a high level of adaptability, a high tolerance for ambiguity, and be able to lead and manage change throughout the organization. + Establish credibility and maintain positive relationships with employees and managers at all levels of the organization. + Experience conducting and investigating employee relations issues to closure. + Ability to work independently or as a team and effectively manage time. **Compensation Ranges** Compensation ranges for ASM Research positions vary depending on multiple factors; including but not limited to, location, skill set, level of education, certifications, client requirements, contract-specific affordability, government clearance and investigation level, and years of experience. The compensation displayed for this role is a general guideline based on these factors and is unique to each role. Monetary compensation is one component of ASM's overall compensation and benefits package for employees. **EEO Requirements** It is the policy of ASM that an individual's race, color, religion, sex, disability, age, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies. All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, disability, or age. All decisions on employment are made to abide by the principle of equal employment. Physical Requirements The physical requirements described in "Knowledge, Skills and Abilities" above are representative of those which must be met by an employee to successfully perform the primary functions of this job. (For example, "light office duties' or "lifting up to 50 pounds" or "some travel" required.) Reasonable accommodations may be made to enable individuals with qualifying disabilities, who are otherwise qualified, to perform the primary functions. **Disclaimer** The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. 90000 - 115000 EEO Requirements It is the policy of ASM that an individual's race, color, religion, sex, disability, age, gender identity, veteran status, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies. All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, veteran status, disability, gender identity, or age. All decisions on employment are made to abide by the principle of equal employment.

Over the last 20 years, Ares' success has been driven by our people and our culture. Today, our team is guided by our core values - Collaborative, Responsible, Entrepreneurial, Self-Aware, Trustworthy - and our purpose to be a catalyst for shared prosperity and a better future. Through our recruitment, career development and employee-focused programming, we are committed to fostering a welcoming and inclusive work environment where high-performance talent of diverse backgrounds, experiences, and perspectives can build careers within this exciting and growing industry. Ares is looking for an experienced Senior Human Resources Business Partner to join the Global Human Resources team. HR Business Partners (HRBPs) deliver best in class services to their clients to drive individual, team, and Firm performance. They serve as positive change agent and partner with business leadership to define and drive a strategic people agenda that is focused on continuously elevating the talent bar, employee experience and talent acquisition processes within their assigned groups and across the Firm. Ares is a fast-paced, high growth and rapidly changing environment; to succeed, the HRBP will need a flexible skill set, including the ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations. The Senior HRBP will provide exceptional advisory services to Information Technology management and employees on a range of human resources issues while taking into account internal policy, best practices, relevant legislative frameworks, culture, and desired commercial outcomes. Core responsibilities will include providing general HR guidance/counsel to business leaders, managers and employees, managing employee relations and performance issues; facilitating new employee onboarding and exits; facilitating core processes related to headcount planning/organizational design, performance management, compensation, promotions; partnering with the Talent Acquisition team on searches from a recruitment strategy standpoint; playing a leading role in diversity and learning and development initiatives. Reporting relationships Reports to: Managing Director, Head of Talent Management, Business Operations Primary functions and essential responsibilities Technology Organization Partnership Serve as a strategic advisor and partner to the IT leadership team, and functional technology managers across Infrastructure, Cybersecurity, Enterprise Applications, Data Engineering, and Service Delivery. Develop a deep understanding of IT operating models, Agile methodologies, SDLC processes, and technology roadmaps to ensure HR strategies align with evolving business and technical priorities. Partner with IT leadership to anticipate workforce needs related to cloud transformation, automation, cybersecurity maturity, data governance, and emerging technologies. Support organizational design efforts for complex technical environments, including restructuring around product teams, centers of excellence, shared services, and global delivery models. Technical Talent Strategy & Workforce Planning Lead workforce planning for specialized technical roles (e.g., cloud engineers, cybersecurity analysts, data scientists, enterprise architects), ensuring alignment with market trends and internal capability needs. Advise on build‑vs‑buy talent strategies, including upskilling, reskilling, vendor utilization, and global talent sourcing. Partner with Talent Acquisition to refine technical job descriptions, competency models, and interview frameworks to ensure accurate assessment of technical and behavioral capabilities. Support the development of career pathways for technical talent, including dual‑track progression (technical expert vs. people leader). Employee Relations & Performance in a Technical Environment Guide leaders through performance management for technical contributors, including evaluating code quality, project delivery, sprint velocity, incident response performance, and adherence to engineering best practices. Manage employee relations issues that may arise in high‑pressure IT environments, such as on‑call responsibilities, production outages, cross‑functional friction, or vendor‑related challenges. Support leaders in managing distributed or hybrid technical teams, including offshore/nearshore resources and managed service providers Global IT Workforce Support Support globally distributed IT teams across multiple time zones and regulatory environments, ensuring consistent application of HR policies and practices. Advise on cross‑border hiring, mobility, and compliance considerations for technical roles. Change Management for Technology Initiatives Lead HR components of major technology transformations, including system implementations, cloud migrations, cybersecurity initiatives, and digital modernization programs. Develop change management strategies that support adoption of new tools, processes, and ways of working within IT. Partner with Learning & Development to design technical and leadership development programs that support evolving IT capabilities. Preferred Experience Experience supporting Information Technology, Engineering, or Digital Transformation teams within a global financial services or asset management environment. Familiarity with IT frameworks such as Agile, Scrum, ITIL, DevOps, and cloud operating models. Understanding of technical talent markets, including compensation trends for specialized IT roles. Experience partnering with cybersecurity, data governance, and infrastructure teams on sensitive or confidential initiatives. Technical & Analytical Skills Ability to interpret IT organizational metrics and translate them into actionable HR strategies. Comfort working with technical leaders and understanding the nuances of engineering culture, delivery cycles, and technical career progression. Qualifications Education: Bachelor's degree required Master's degree preferred Experience Required: 10+ years of experience in Human Resources and at least 8 years in an HR Business Partner or other client-facing role Prior alternate asset management/financial services, Private Equity and/or Investment Banking experience required Must possess strong Microsoft office skills, especially Excel and PowerPoint; experience with Workday is a plus General Requirements: Ability to operate effectively across the full range of HR disciplines and be able to work with managers and colleagues at all levels across the business Have a strong bias for action, tireless work ethic, and thrive in a fast-paced, high volume environment Take a hands-on approach, with the ability to stay organized while managing multiple priorities and competing demands Have exceptional client relationship skills; must be able to quickly establish credibility with the business and influence outcomes Strong data management and operational excellence skill sets; ability to apply judgment to data to support decisions and recommend practical steps Strong experience in talent acquisition, ideally coupled with broad HR knowledge Strong knowledge of recruitment market practices; able to consistently and proactively identify and attract passive candidates by utilizing advanced recruiting techniques Possess a global mindset and demonstrated experience operating internationally across large, highly matrixed organizations Demonstrate the highest levels of judgment and integrity Be comfortable in dealing with ambiguity and uncertainty in a dynamic and fast-paced environment Have high accuracy and detail orientation Expertise in organizational design and workforce transformation. Experience supporting mergers, acquisitions, and integrations, including due diligence and change management. Strong data analysis and interpretation skills to drive evidence-based HR strategies. Demonstrate excellent communication skills, both written and verbal Maintain professionalism and composure in high-pressure situations Dependable, great attitude, highly motivated and a team player Ability to handle confidential information appropriately Reporting Relationships Compensation The anticipated base salary range for this position is listed below. Total compensation may also include a discretionary performance-based bonus. Note, the range takes into account a broad spectrum of qualifications, including, but not limited to, years of relevant work experience, education, and other relevant qualifications specific to the role. $175,000-$225,000 The firm also offers robust Benefits offerings. Ares U.S. Core Benefits include Comprehensive Medical/Rx, Dental and Vision plans; 401(k) program with company match; Flexible Savings Accounts (FSA); Healthcare Savings Accounts (HSA) with company contribution; Basic and Voluntary Life Insurance; Long-Term Disability (LTD) and Short-Term Disability (STD) insurance; Employee Assistance Program (EAP), and Commuter Benefits plan for parking and transit. Ares offers a number of additional benefits including access to a world-class medical advisory team, a mental health app that includes coaching, therapy and psychiatry, a mindfulness and wellbeing app, financial wellness benefit that includes access to a financial advisor, new parent leave, reproductive and adoption assistance, emergency backup care, matching gift program, education sponsorship program, and much more. There is no set deadline to apply for this job opportunity. Applications will be accepted on an ongoing basis until the search is no longer active.

Why Us? At Par Health, we believe great healthcare is built on getting the essentials right. We're looking for passionate, talented individuals who share our commitment to improving lives. With 4,000+ team members worldwide, we lead with pride and purpose-prioritizing quality and safety while fostering a culture of continuous improvement, accountability, and teamwork. Elevating the Essentials isn't just our tagline, it's the higher standard we live by every day. Summary The Human Resources Plant Manager at our Hobart, NY facility provides leadership and direction in the areas of employee engagement, organizational design, training, benefits, compensation and employee/labor relations to ensure the HR strategy positively impacts the site and the organization. This is a site leadership role that collaborates with other site leadership members and the corporate Human Resources team to drive strategic and tactical Human Resources programs, policies, and initiatives to support the business. Must be able to assess, identify or develop, implement and monitor policies and programs related to staffing, recruiting, compensation, training, benefits, and employee relations consistent with division strategic and tactical plans. Other highly desirable experiences include practicing in a highly regulated environment, experience with Worker's Compensation/Occupational Health and promoting cultural change and performance excellence manufacturing initiatives. Creates departmental objectives, recommends operational policies, and proposes annual budgets. Develops and administers budgets, schedules, and performance standards. Has full management responsibility over staff, including performance appraisals, salary, etc. Leads change management initiatives and coordinates with corporate communications as needed. Job Description SUMMARY OF POSITION: The Human Resources Plant Manager at our Hobart, NY facility provides leadership and direction in the areas of employee engagement, organizational design, training, benefits, compensation and employee/labor relations to ensure the HR strategy positively impacts the site and the organization. This is a site leadership role that collaborates with other site leadership members and the corporate Human Resources team to drive strategic and tactical Human Resources programs, policies, and initiatives to support the business. Must be able to assess, identify or develop, implement and monitor policies and programs related to staffing, recruiting, compensation, training, benefits, and employee relations consistent with division strategic and tactical plans. Other highly desirable experiences include practicing in a highly regulated environment, experience with Worker's Compensation/Occupational Health and promoting cultural change and performance excellence manufacturing initiatives. Creates departmental objectives, recommends operational policies, and proposes annual budgets. Develops and administers budgets, schedules, and performance standards. Has full management responsibility over staff, including performance appraisals, salary, etc. Leads change management initiatives and coordinates with corporate communications as needed. ESSENTIAL FUNCTIONS: Develops the Human Resource strategic direction for the plant in collaboration with the Site Leadership Team. Ensures the adherence to and consistent application of established policies, programs, and procedures that apply to all employees of the site. Engages in a regular review of Plant and Company policies and procedures, and collaborates with Site Leadership and Corporate HR to revise and change policies and procedures. Ensures compliance in all HR-related regulatory areas of responsibility (EEO, OFCCP, OSHA, FMLA, ADA, etc.). Works effectively with Corporate HR and Legal counsel to resolve issues related to labor/employee relations, pending legal cases and arbitrations, and compliance activity. Talent Management: Provides leadership and direction in the areas of recruitment, retention, and succession planning for both the hourly and salaried workforce. Provides guidance on and ensures compliance with company compensation plan. Implements and maintains affirmative action program and records to conform with EEO Regulations. Provides leadership and direction in the areas of employee engagement, organizational design, training, benefits, medical, compensation, and employee/labor relations. Partners with Site Leadership to create and maintain professional development and training programs that improve results and increase the skill level of the workforce, while supporting site and organization objectives. Partners with the Site Director, EHS Department, and Site Leadership to create and maintain programs that ensure the highest level of safety at the Plant. Effectively manages multiple projects and provides guidance to subordinate managers on priorities, strategy, and resources. Effectively administers performance management and compensation planning programs at the site, particularly the annual review process for salaried employees, and ensures a high quality and efficient process. Develops appropriate strategies to effectively communicate information to both internal (employee) and external (community) groups regarding relevant information and updates about the site. Provides leadership and developmental guidelines for direct reports and indirect reports as it relates to their professional growth and the needs of the department and business. Guide managers on performance and behavior issues including performance improvement plans and corrective action. Coach employees and management through complex and difficult situations. Serve as leader or active member on various committees or project teams within and outside the HR organization, as needed. MINIMUM REQUIREMENTS: Education: Bachelor's Degree in Human Resources or related field. Equivalent work experience will be considered. Advanced Degree attainment along with HR certification are preferred but not required. Experience: A minimum of 8 years of related experience, within the HR function is required, with particular emphasis within the Generalist/Business Partner area. Preferred Skills/Qualifications: Working knowledge of the Pharmaceutical or Life Sciences industry highly preferred. Experience supporting a complex manufacturing environment preferred. Skills/Competencies: Strong analytical and problem solving skills with the ability to work through complex and ambiguous situations Able to work collaboratively in a team environment Able to make decisions independently with minimal supervision Strong sense of urgency, initiative, and drive for results Able to work in a fast pace environment Able to multi-task and manage workload effectively Able to demonstrate confidence in data driven decision making and work with all levels of leadership Strong communication and influencing skills Able to lead cross functional teams through projects Proficient in Microsoft Office and HR related systems Other Skills: ORGANIZATIONAL RELATIONSHIPS/SCOPE: This position reports directly to the Sr. Director Human Resources. This position has direct reports. WORKING CONDITIONS: Plant environment requiring ability to maintain face-to-face contact with employees throughout the campus. Willingness to work in plant environment that requires all employees to participate in safety programs designed to minimize potential and/or actual exposure levels DISCLAIMER: The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position. The expected base pay range for this position is $150,000 - $185,000. Please note that base pay offered may vary depending on factors including job-related knowledge, skills, and experience. This position is eligible for a bonus in accordance with the terms of the applicable program. Bonuses are awarded at the Company's discretion. EEO Statement: We comply with all applicable federal, state, and local laws prohibiting discrimination and harassment, and provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, veteran status, or genetic information, or any other classification protected by federal, state or local law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

**About the Role & Team** Every day at Disney Cruise Line we take pride in bringing the magic of Disney to life. We find joy in creating cherished memories and form genuine connections with our guests. We hold each other to the highest degree and always act responsibly while ensuring the safety of fellow crew and guests. United by our Disney values, we work toward excellence in all we do. As a part of our team, you can live and work in a diverse and inclusive environment amidst a professional and supportive community. If you are ready to create unforgettable experiences and grow as a person and as a professional, apply today! As Shipboard Human Resources Manager, you will perform multiple responsibilities to support our HR service delivery model. You will be the primary contact for Crew employee relations, performance management, and Human Resources initiatives while collaborating with leaders, building positive relationships and being a trusted advisor. You will report to: Manager, Human Resources (shipboard) Level: 2 ½ Stripes **Responsibilities :** **How You Will Make a Difference** + Delivers key shipboard HR functions-including Compensation and Benefits, Employee Relations, and Learning and Development-while serving as a strategic partner to leadership and a resource to Crew in cultivating a fair, inclusive, and high-performing workplace. + Demonstrates strong business acumen and applies a strategic, consultative approach to anticipate needs, assess challenges, and deliver innovative HR solutions aligned with evolving business priorities and individual vessel needs. + Maintains a relentless focus on enhancing the Crew experience by aligning efforts with company values and strategic priorities to foster a supportive, engaging, and inclusive onboard environment + Partner with shipboard leaders to strengthen leadership behaviors by identifying growth opportunities and implementing targeted development strategies, including expectation memos, feedback sessions, and tailored training. Conducts need assessments to identify key opportunities in training, communication, organizational efficiency, etc. + Conduct needs assessments to identify opportunities in training, communication, and organizational effectiveness, ensuring alignment with the organization's goals and desired outcomes. + Facilitate team effectiveness sessions (e.g. New Leader Transitions, role clarification, conflict resolution, trust-building, team strategy, etc.) and HR training courses for returning and new hire Crew and Officers, + Support the implementation of organizational projects and initiatives by providing tools, processes, and guidance for effective execution. Collaborate with the Shipboard Human Resources Manager to apply change management strategies that facilitate smooth transitions and sustainable outcomes. **Basic Qualifications :** **What You Will Bring to the Team** + Minimum of 3 years of formal Human Resources experience in at least one functional area (ex: learning and development, compensation & benefits, employee relations, compliance, workforce planning & administration) + Minimum of one year experience in employee relations and/or performance management concepts and practices + Minimum of 1 year in a leadership and/or Operations role **Preferred Qualifications:** **How You Will Stand Out** + Shipboard, hospitality, or travel industry experience a plus + Experience supporting a culturally diverse or geographically dispersed workforce **Additional Information :** **This is a** **SHIPBOARD** **role.** **You must:** + Be genuinely interested in a career at sea and willing to live and work onboard a Disney Cruise Line vessel + Be willing to follow and perform safety role, emergency responsibilities, and associated responsibilities as specified in the ship Assembly Plan + Be willing to uphold the general safety management responsibilities as specified in the Safety Management System in areas and operations under their control + If applicable, be willing to share a confined cabin with other crew members and appreciative of working and living in a multicultural environment that has strict rules and regulations Your Responsibilities: + Have a valid passport and C1/D Seaman's visa (DCL will provide you with documents to obtain this) + Complete a pre-employment medical + Obtain a criminal background check + Bring approved work shoes ****** **_Disney Cruise Line_** **is a drug-free workplace. All new hires are required to undergo drug/alcohol testing within the first week onboard and throughout their contracts. Failure to pass the drug/alcohol testing will result in immediate termination.** **Job ID:** 1325636BR **Location:** United States **Job Posting Company:** "Disney Cruise Line" The Walt Disney Company and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities. If you have a disability and believe you need a reasonable accommodation in order to search for a job opening or apply for a position, email Candidate.Accommodations@Disney.com with your request. This email address is not for general employment inquiries or correspondence. We will only respond to those requests that are related to the accessibility of the online application system due to a disability.

The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for the companies Northeast locations. Essential Job Functions Recruiting and staffing Organizational and space planning Employment and compliance to regulatory concerns Employee orientation, development, and training Employee relations Advise managers on organizational policy issues Provides oversight, supervision and direction to support the delivery of HR programs and services designed to meet the unique needs of the company Coach and mentor high potential and high professional employees as part of the organization's focus on talent development Assist in building a strong organizational culture Ensure compliance with all pertinent HR-related laws and regulations Contribute to enterprise initiatives and projects Summary The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for the companies Northeast locations. Essential Job Functions Recruiting and staffing Organizational and space planning Employment and compliance to regulatory concerns Employee orientation, development, and training Employee relations Advise managers on organizational policy issues Provides oversight, supervision and direction to support the delivery of HR programs and services designed to meet the unique needs of the company Coach and mentor high potential and high professional employees as part of the organization's focus on talent development Assist in building a strong organizational culture Ensure compliance with all pertinent HR-related laws and regulations Contribute to enterprise initiatives and projects Competencies Excellent organizational, communication, and presentation skills Ability to build partnerships with leaders at all levels; excellent customer focus Strong negotiation, conflict resolution, influencing, and management skills Education/Experience Bachelor's degree or equivalent combination of education and experience Operations experience preferred but not required, with at least one year working in/supporting a multi-site environment Minimum of 3 years in a HR Manager role or equivalent Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. The employee is occasionally required to sit, climb, balance, stoop, kneel, crouch or crawl. The employee must frequently lift and move up to 10 pounds and occasionally lift and move objects up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. Skills & Requirements Competencies Excellent organizational, communication, and presentation skills Ability to build partnerships with leaders at all levels; excellent customer focus Strong negotiation, conflict resolution, influencing, and management skills Education/Experience Bachelor's degree or equivalent combination of education and experience Operations experience preferred but not required, with at least one year working in/supporting a multi-site environment Minimum of 3 years in a HR Manager role or equivalent Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. The employee is occasionally required to sit, climb, balance, stoop, kneel, crouch or crawl. The employee must frequently lift and move up to 10 pounds and occasionally lift and move objects up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.

The Director of Human Resources exercises the powers and duties of a Personnel Officer as provided for in the New York State Civil Service Law; Responsibilities of the Director of Human Resources fall within the areas of Civil Service administration, labor relations, benefits administration, and responsibility for the operations of the Livingston County Human Resources Department. Work is performed in the office and in the field. The individual works under the direction of the County Administrator and exercises supervision over the staff of the Livingston County Human Resources Department. The individual performs the typical work activities set forth below and performs other related duties as assigned. TYPICAL WORK ACTIVITIES: Administers the provisions of the New York State Civil Service Law and Civil Service Rules for Livingston County, as well as all municipalities, school districts, public libraries, and special districts within Livingston County; Prepares and administers rules for County officers and employees subject to the approval of the County Administrator and as otherwise provided by law; Assists the County Administrator with collective bargaining negotiations, as well as analyzing, responding to, and resolving grievances under existing collective bargaining agreements; Administrates and coordinates all benefits programs and plans for current County employees and eligible retired County employees, as appropriate; Assists department heads with handling and resolving employee complaints and grievances under existing collective bargaining agreements, and other personnel related matters including but not limited to employee performance issues and corrective action; Conducts employment investigations regarding discrimination and harassment complaints and other employment matters as directed by the County Administrator or the Board of Supervisors; Provides certification for payrolls in compliance with federal and state law, rules, and regulations; Oversees the County's unemployment program, including but not limited to ensuring timely and appropriate responses to unemployment claims and assisting with unemployment appeals; RECRUITMENT BROCHURE CAN BE FOUND HERE: ************************************************************************ FULL JOB SPECIFICATION CAN BE FOUND HERE: ************************************************************************

Job Description Join a Mission-Driven HR Team that Changes Lives At The Arc Lexington, our employees are the heart of everything we do-and our HR team is here to support them every step of the way. We are seeking an experienced, compassionate, and strategic Assistant Director of Human Resources to lead our recruitment strategy, drive data-informed decision-making, and help create a supportive workplace for all. This is a rare opportunity to blend people leadership with analytics expertise in a role that supports nearly 1,600 employees across a high-impact, values-driven organization. What You'll Do Lead Recruitment with Purpose Oversee Lexington's hiring strategies to attract and retain top talent. Partner with the Recruitment Manager to create strong pipelines and promote inclusive hiring. Ensure alignment with workforce goals and Lexington's culture of care. Use Data to Drive Decisions Build dashboards and analyze key HR metrics, such as recruitment, turnover, cost-per-hire, benefits use, etc. Translate data into clear, actionable strategies for senior leadership. Collaborate across HR, Benefits, and HRIS teams to ensure accuracy and insights. Supporting a Positive Workplace Culture Handle employee relations concerns with fairness, confidentiality, and compassion. Serve as a resource for managers on complex HR matters. Promote consistency and legal compliance across all staff interactions. Being a Trusted HR Partner Support the Director of HR and represent the department on strategic initiatives. Mentor HR team members and foster cross-functional collaboration. Model the Nurturing Environment culture that makes Lexington a great place to work. What We're Looking For Qualified applicants will have a bachelor's degree in human resources, Business, or a related field. 3-5 years of progressive HR experience with a focus on recruitment and employee relations. 2+ years in a supervisory or team lead role. Hands-on experience using HR data and tools to support planning. A strong understanding of recruitment strategy, talent pipelines, and HR systems. Proficiency in Excel and HR platforms (HRIS, ATS). Excellent communication, analytical, and problem-solving skills. A collaborative, calm, people-first leadership style. SHRM-CP, PHR, or similar certifications are preferred. Why work at The Arc Lexington? The Arc Lexington always strives to be the best possible employer. This means going to great lengths to ensure it is a great place to work, a place where employees feel valued, nurtured, and respected. Employees find fulfilling, meaningful careers at The Arc Lexington and enjoy being part of our family. The Arc Lexington employees have repeatedly voted us for several awards: 2013 - Albany Times Union Top Workplace Award 2014 - Voted #1 Large Workplace in the Capital District 2014 - Albany Times Union Top Workplace Award 2017 - Best Company to Work For in New York State 2022 - Albany Times Union Top Workplace Award & Times Union Meaningfulness Award We hope you will join us in making a difference! Apply Today! The Arc Lexington provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, gender, sexual orientation, national origin, age, physical or mental disability, genetic information, predisposition or carrier status, marital status, military or veteran status or any other status protected by applicable laws ("each a "Protected Characteristic"). This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. Job Posted by ApplicantPro

Are you a strategic partner who thrives on empowering leaders and teams to scale effectively? Do you bring a deep understanding of Go-to-Market dynamics and a passion for building high-performing, values-driven organizations? Are you excited to leverage data, technology, and coaching to shape a future-ready workforce and culture? If so, we invite you to be a part of our innovative team. As a Senior Staff / Principal HR Business Partner at Ridgeline, you'll serve as a critical advisor to our Go-to-Market (GTM) leadership team across Sales, Marketing, Customer Success, and Product Strategy. This highly visible role blends strategy and execution, influencing everything from organizational design and workforce planning to leadership development and performance culture. You'll craft people strategies that directly support scalable growth and innovation-and you'll be empowered to leverage the latest tools, including AI platforms like ChatGPT, to amplify impact and efficiency across the function. *NOTE: This role may be hired at a Senior Staff level or a Principal Level.* At Ridgeline, how we work matters as much as what we build. Ridgeliners act like owners, choose growth over comfort, and communicate with transparency. We assume positive intent, bias toward action, and bring solutions-not just problems. We celebrate wins, learn from setbacks, and thrive in a resilient, collaborative, high-performing culture. If this excites you, we'd love to meet you. You must be work authorized in the United States without the need for employer sponsorship. The impact you will have: Serve as a trusted strategic advisor to GTM and executive leaders, aligning people strategies with business goals. Design and implement scalable organizational structures, workforce strategies, and talent roadmaps through cross-functional alignment and influence. Coach executives and senior leaders to elevate their leadership effectiveness, impact, and organizational health. Lead cross-functional initiatives to build leadership capability and drive talent planning across GTM. Partner with Finance, GTM Operations, and HR to shape compensation and incentive programs that balance competitiveness, accountability, and fiscal discipline. Apply data, analytics, and AI-driven insights to inform people decisions, identify organizational opportunities, and measure program outcomes. Navigate and resolve complex employee relations matters with integrity and alignment to Ridgeline values Drive a culture of accountability, feedback, and inclusion to promote team clarity and engagement. Mentor other HR team members and model Ridgeline's culture of continuous learning, collaboration, and resilience. Stay informed on HR and technology trends (including AI) and translate insights into actionable strategies that enhance GTM effectiveness and innovation. What we look for: 10-12+ years of HR Business Partner experience, ideally in high-growth, customer-facing tech environments. Demonstrated success advising executive leadership and shaping people strategy in GTM functions. Strong background in organizational design, talent planning, leadership development, and change management. Analytical mindset with the ability to translate insights into strategic people programs. Skilled at influencing cross-functional stakeholders with clarity and empathy. Exceptional communication and coaching skills. High comfort with ambiguity and a proactive, ownership-driven mindset. Experience with or curiosity about using AI tools and people analytics to scale impact. Experience leading HR initiatives during a period of GTM hypergrowth Bonus: Familiarity with investment management or enterprise SaaS business models About Ridgeline Ridgeline is the industry cloud platform for investment management. It was founded by visionary tech entrepreneur Dave Duffield (co-founder of both PeopleSoft and Workday) to apply his successful formula of solving operational business challenges with bold innovation and human connectivity to the unique needs of the investment management industry. Ridgeline started with a clean sheet of paper and a deep bench of experts bound by a set of core values and motivated to revolutionize an industry underserved by its current tech offerings. We are building a new, modern platform in the public cloud, purpose-built for the investment management industry and we are prioritizing security, agility, and usability to empower business like never before. With a growing campus in Reno and offices in New York, Lake Tahoe, and the Bay Area, Ridgeline is proud to have built a fast-growing, people-first company that has been recognized by Fast Company as a “Best Workplace for Innovators,” by The Software Report as a “Top 100 Software Company,” and by Forbes as one of “America's Best Startup Employers.” Ridgeline is proud to be a community-minded, discrimination-free equal opportunity workplace. Ridgeline processes the information you submit in connection with your application in accordance with the Ridgeline Applicant Privacy Statement Compensation and Benefits The typical starting salary range for new hires in this role is listed below. This role may be hired at a Senior Staff Level or Principal level depending on candidate skill, experience and qualifications The typical starting salary range for this role at the Senior Staff Level is: $170,000 - $190,000. The typical starting salary range for this role at the Principal Level is: $200,000 - $235,000. Final compensation amounts are determined by multiple factors, including candidate experience and expertise, and may vary from the amount listed above. As an employee at Ridgeline, you'll have many opportunities for advancement in your career and can make a true impact on the product. In addition to the base salary, 100% of Ridgeline employees can participate in our Company Stock Plan subject to the applicable Stock Option Agreement. We also offer rich benefits that reflect the kind of organization we want to be: one in which our employees feel valued and are inspired to bring their best selves to work. These include unlimited vacation, educational and wellness reimbursements, and $0 cost employee insurance plans. Please check out our Careers page for a more comprehensive overview of our perks and benefits. #LI-Hybrid

People Inc. is looking for a Lead Human Resources Business Partner to help support our growing Product Development technology team. The ideal candidate will be a strategic thought leader and a hands-on problem solver who can effectively partner with business leaders to drive organizational success. This role requires someone who is not only an expert in HR but also a proactive and adaptable professional who can navigate complex challenges and ambiguity with confidence. The HRBP team partners with leadership to drive organizational effectiveness, implement change management strategies, and improve employee engagement. We work closely with various teams to shape performance management, talent retention strategies, and career development initiatives. Our goal is to foster a supportive and high-performance culture across the organization. Strategic Partnership & Planning: You'll act as a strategic advisor to business leaders, aligning HR initiatives and policies with organizational goals. This includes planning and prioritizing to effectively anticipate the needs of various stakeholders. You'll need to use your ability to make sense of complex, and sometimes contradictory, information to solve problems and drive results. Problem-Solving & Innovation: You'll use your expertise to solve complex issues, uncovering the root cause of problems and evaluating different solutions. We're looking for someone who comes up with new and better ideas, introducing fresh perspectives to old problems. You'll need to be action oriented, taking the lead on new challenges and seizing opportunities. Organizational Effectiveness: You'll maneuver comfortably through complex organizational dynamics, policies, and processes. You'll optimize work processes, finding the most efficient ways to get things done, and constantly seek ways to improve them. Your ability to manage ambiguity through being resourceful will be key, as you'll often have to operate effectively even when the way forward isn't clear. Accountability & Trust: You'll be responsible for ensuring accountability across the board, holding yourself and others accountable to meet commitments. A crucial part of this role is instilling trust in your partners by being honest, authentic, and following through on your commitments. Employee Relations & Development: You'll handle a variety of employee relations issues, demonstrating situational adaptability and a strong ability to understand different situations and adjust your approach accordingly. You'll also need to have self-awareness, strong ability to be resourceful and seek feedback to grow from every experience. The Role's Minimum Qualifications and Job Requirements: Education: Bachelor's degree or equivalent training/experience Experience: Minimum of 5 years in an HRBP role with experience supporting senior business leaders and multiple client groups. Prior experience in the digital, media, technology or the start-up space is highly preferred. Specific Knowledge, Skills, Certifications and Abilities: Strong HR procedure, best practice, and legal knowledge. Ability to successfully influence sustainable change Excellent consulting skills Must be a strong negotiator who can constructively position a positive POV Must have a strong business acumen Strong verbal and written communication skills High degree of ingenuity and creativity, with a past track record of developing innovative solutions that matter Must be resourceful especially in moments that may be ambiguous Experience with Workday is highly preferred. Ability to manage multiple projects and shift priorities as customer needs change Ability and desire to take on new and unfamiliar tasks and assignments Ability to work on teams as well as independently Good judgment skills Must be an effective problem solver Ability to deliver results in a consultative and collaborative manner % Travel Required ( Approximate ): It is the policy of People Inc. to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, the Company will provide reasonable accommodations for qualified individuals with disabilities. Accommodation requests can be made by emailing *************. The Company participates in the federal E-Verify program to confirm the identity and employment authorization of all newly hired employees. For further information about the E-Verify program, please click here: ********************************** Pay Range Salary: New York: $100,000.00 - $120,000.00 The pay range above represents the anticipated low and high end of the pay range for this position and may change in the future. Actual pay may vary and may be above or below the range based on various factors including but not limited to work location, experience, and performance. The range listed is just one component of People Inc's total compensation package for employees. Other compensation may include annual bonuses, and short- and long-term incentives. In addition, People Inc. provides to employees (and their eligible family members) a variety of benefits, including medical, dental, vision, prescription drug coverage, unlimited paid time off (PTO), adoption or surrogate assistance, donation matching, tuition reimbursement, basic life insurance, basic accidental death & dismemberment, supplemental life insurance, supplemental accident insurance, commuter benefits, short term and long term disability, health savings and flexible spending accounts, family care benefits, a generous 401K savings plan with a company match program, 10-12 paid holidays annually, and generous paid parental leave (birthing and non-birthing parents), all of which may vary depending on the specific nature of your employment with People Inc. and your work location. We also offer voluntary benefits such as pet insurance, accident, critical and hospital indemnity health insurance coverage, life and disability insurance. #NMG#

The Sidney Albert Albany Jewish Community Center provides a nurturing environment where individuals and families can grow and develop in mind, body and spirit. We serve the spectrum of family life, from infants through seniors, through programs related to education, physical fitness, and communal life. Our core values are rooted in Jewish principles, and we welcome members of the community at large, regardless of their faith or background. The Director of HR will oversee all aspects of human resources, including talent acquisition, employee relations, compliance, performance management, and organizational development. This role is both strategic and hands-on, requiring a leader who can drive initiatives while supporting day-to-day HR operations. This position is full time, 40hours/week, and is the sole HR presence for the the Albany JCC supporting an employee base of approximately 140 employees, which grows during summer months. As a member of a collaborative management team, you'll report directly to the Campus Director, and will partner closely with each member of leadership to oversee the daily HR operations, enhance the culture, morale, communication and engagement for employees, and guide the organization with quickly changing compliance and legal requirements. Communication is a key component of this position, with the goals of creating transparent, appropriate free-flowing information across departments, sharing ideas, and creating accountability. The work environment is a warm and welcoming setting where honesty, support and collaboration are essential for success. We need someone who can truly develop rapport with each and every employee, build trust, and reinforce a culture that will increase employee retention and satisfaction. As a leader within a membership driven organization, it is equally important to be an accessible, articulate and professional presence to members, the Board of Directors, and in the community. Qualifications Minimum requirements: • 7 years of HR experience with a minimum of 2-4 years at the management level • 4-year degree preferred. SHRM-CP or SHRM-SCP certification also preferred • Experience managing payroll systems preferred • Expertise in all facets of HR, with an emphasis on employee relations, compliance. FLSA requirements, leave management and employee engagement • Proven experience with the following: - Managing benefits plans in partnership with an outside broker - Developing and delivering HR related training, updating employee handbooks, recruiting, onboarding, writing job descriptions and determining equitable pay structures, and managing employee filing and documentation in compliance with all state and federal regulations - Internal communications and effective messaging • Ability and confidence to lead the HR function independently. • Willingness to represent the organization with attendance and support at events, programs and fundraisers

Job Description Grow Your Career with Elm Grove Companies At Elm Grove Companies, we believe that great residential communities start with great people. If you're interested in property management and want to work in a casual, friendly environment with lots of room to grow, we'd love to stay connected. Even if the perfect role isn't open today, joining our Talent Community ensures you'll be the first to know when new opportunities come up across our properties. Who We Love to Meet We're always excited to connect with people who enjoy working with residents, solving everyday problems, and helping communities thrive. We frequently hire for: Property Management & Leasing - Property Manager - Assistant Property Manager - Community Manager - Leasing Consultant Maintenance & Facilities - Maintenance Technician - Maintenance Supervisor - Groundskeeper / Porter - HVAC & Skilled Trades Office & Support Roles - Resident Services - Administrative Support - Operations - Marketing or Accounting Support If you're dependable, people-focused, and like making a difference in residents' daily lives, Elm Grove Companies is a great place to build your career. Why Join the Elm Grove Talent Community? When you join, you'll: - Get updates on new openings that match your skills - Be considered for roles before they're widely posted - Learn more about our culture, team, and properties - Have a direct connection with our hiring team for future opportunities We're growing-and we love promoting from within and helping our team members grow with us. What It's Like Working at Elm Grove Companies Working here feels comfortable, supportive, and community driven. We keep things casual but professional, focused on teamwork and doing right by our residents. We offer: - Competitive pay - Health and wellness benefits - Paid time off - Training and career development - Opportunities to move up within the company - A welcoming team that supports your success Ready to Stay Connected? Joining our Talent Community is simple: - Share your resume and let us know the types of roles you're most interested in. - Tell us your preferred location or Elm Grove community. - We'll reach out when a position that fits your background becomes available. - We are always expanding in different locations including upstate NY Equal Opportunity Employer Elm Grove Companies is proud to be an Equal Opportunity Employer. We value a workplace where everyone feels welcome and supported.

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

Salary: $70,000?$85,000 per year Schedule: Full-Time Benefits: 401(k) with match, health, dental, vision, and life insurance, generous paid time off Join a Mission-Driven HR Team that Makes a Difference Our respected and values-driven client in the Amsterdam, NY area is seeking an Assistant Director of Human Resources to help shape an exceptional workplace culture and support a large, dedicated workforce. This is an opportunity to combine people leadership with strategic insight, supporting nearly 1,600 employees through data-driven decision-making, compassionate leadership, and forward-thinking HR initiatives. Key Responsibilities Lead Recruitment with Purpose Oversee hiring strategies to attract, engage, and retain high-quality talent. Partner with recruitment staff to develop strong candidate pipelines and promote inclusive hiring practices. Align workforce planning with organizational goals and values. Use Data to Drive Strategic Decisions Develop and maintain HR dashboards to monitor key metrics such as turnover, cost-per-hire, and benefits utilization. Analyze trends and translate data into actionable insights for senior leadership. Collaborate across HR, Benefits, and HRIS teams to ensure data accuracy and meaningful reporting. Foster a Positive and Supportive Workplace Address employee relations issues with fairness, discretion, and empathy. Provide guidance to managers on complex HR matters and promote compliance with policies and regulations. Support initiatives that strengthen engagement and organizational culture. Be a Trusted Partner and Mentor Work closely with the Director of Human Resources on strategic priorities. Mentor HR team members and encourage professional growth across the department. Represent HR in cross-departmental projects and organizational planning efforts. Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field. 3-5 years of progressive HR experience, including recruitment and employee relations. At least 2 years in a supervisory or team lead role. Strong analytical skills with experience using HR data and metrics to inform decisions. Proficiency in Excel and HR systems (HRIS, ATS). Excellent communication, collaboration, and problem-solving abilities. Calm, people-first leadership style with a focus on empathy and integrity. Preferred: SHRM-CP, PHR, or equivalent certification. Why You'll Love Working Here This organization is dedicated to creating a workplace where employees feel valued, respected, and supported in their professional growth. With a long history of excellence and multiple 'Top Workplace' awards, it's a place where HR leaders can make a genuine impact while advancing their own careers.

Benefits: 401(k) matching Dental insurance Paid time off Training & development Vision insurance Wellness resources Job Title: Director of Human Resources Department: Administration Status: Full Time Classification: Exempt Work Weeks/Year: 52 Reports To: Executive Director Grade Scale: Exempt Salary: Base $2,876.16 per pay period L.E.A.P.'s HR Director will serve as the head of the Human Resources function and as a key business partner and peer to the management team in leading and creating initiatives, systems, and best practices to recruit, develop, and train a diverse and high-performing workforce and who will build an organizational culture that supports advancement of our mission and strategic plans. It is the understanding and expectation of this organization that all employees will take the opportunity to contribute to the overall success and mission of the agency above and beyond the basic requirements of their job. ESSENTIAL DUTIES AND RESPONSIBILITIES include but are not limited to the following: (The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position) Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 1. Annually reviews, makes recommendations, and revises Agency's policies, procedures, and practices on personnel matters. Communicates changes in Agency personnel policies and procedures and ensures proper compliance is followed. 2. Maintains knowledge of industry trends and employment legislation and ensures Agency compliance. Consults with legal counsel as necessary. 3. Recommends, evaluates, and participates in Staff Development for the Agency. 4. Administers or oversees the administration of human resources programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management, productivity, recognition, and morale; occupational health and safety; and training and development. 5. Assists executive management in the annual review, preparation and administration of Agency Strategic Plan, Succession Plan, and Wage and Salary Programs. 6. Works directly with Program Directors and department managers to assist them in carrying out their responsibilities on personnel matters. 7. HRIS implementation or maintenance to meet and support Agency personnel information needs. 8. Compile and coordinate or oversee required program reporting and submittal of reports per specified guidelines and timeframes. 9. Supervision and professional development of HR Manager and Onboarding Coordinator. 10. Oversees hiring, training, discipline, and termination of employees; planning, assigning, and directing work; addressing complaints, and resolving issues in coordination with the Program Directors, HR Manager, Onboarding Coordinator and Supervisors. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed are representative of the knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions REQUIRED SKILLS/ABILITIES: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or abilities required. 1. Demonstrated knowledge of labor relations laws, principles, and practices 2. Ability to adapt to the needs of the agency and employees 3. Superior verbal/written skills and presentation skills. Good punctuation, spelling, grammar and attention to detail a must. Strong interpersonal skills essential. 4. Strong analytical and problem-solving skills 5. Strong supervisory and leadership skills 6. Strong technology background and adept with multiple platforms and systems, especially as relates to maintaining HR functions (employment, tracking, personnel management) 7. Demonstrated ability to work effectively under pressure and meet established deadlines 8. Ability to prioritize tasks 9. Proficient with Microsoft Office Suite or related software 10. Excellent interpersonal and negotiation skills 11. Adhere to the agency's policy on confidentiality both within the Agency and community and adhere to all Agency and program policies and procedures EDUCATION and/or EXPERIENCE 1. Bachelor's degree or equivalent of four to ten years related experience and/or training or equivalent combination of education and experience. 2. HRCI/SHRM accreditation 3. Valid NYS Driver's License which meets agency standards PHYSICAL REQUIREMENTS 1. Sedentary work. The person in this position may occasionally exert up to 10 pounds of force to grasp, lift, carry, push, pull, or otherwise move objects 2. This position may require the person to frequently move about their assigned office and/or other L.E.A.P. centers 3. This position performs the essential functions in an indoor office setting This is not intended to be all inclusive. The employee will perform other reasonably related business duties as assigned by the Executive Director. L.E.A.P. reserves the right to revise or change job duties or responsibilities as the need arises. This job description does not constitute a written or implied contract of employment. The work environment characteristics and physical demands described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Compensation: $74,780.16 per year We seek to take the burden and over-whelm of your financials and back-end business tasks off your plate; offering you a sense of relief and time to focus your attention on building your business. What Sets Us Apart We are relationship-driven and focused on providing successful solutions for our clients. Transparency and efficiency are key values we hold true to in our work. We support, we lead and we provide. We work in your business, so that you can focus your attention on growing your business. We reduce costs Hiring and training full or part-time staff can be very expensive. Paying for an employee with benefits is costly. Many companies and nonprofits either do not need a full-time position OR need additional help that does not require an additional in-house employee. Working with Capital CFO+ lets you focus your human resources where you need them most. We improve efficiency When you have an expert working on a project, they will be faster, effective, and efficient. Working with Capital CFO+ gives owners and leaders an essential competitive advantage. By outsourcing activities that are routine, administrative, or require specialized skills, you can focus more on core functions and ensure that your company thrives and succeeds. We level the playing field Most small firms simply can't afford to match the in-house support services that larger companies maintain. Capital CFO+ helps small firms act “big” by giving them access to the same economies of scale, efficiency, and expertise that large companies enjoy. Our Mission We are here to be your business partner. From simplifying your finances, to priori-tizing your back-end needs, we listen to your objectives and work to put the pieces of your business together to form a solid foundation and a brand built for success. Explaining your financials so they are straightforward and easy to understand. Being transparent with our work and allowing you to be, too. Being accurate and exact with our reporting and recordkeeping.

KIPP Capital Region is a part of a national network of high-performing public Charter Schools committed to creating joyful, academically excellent, and prepared students with the skills, ability, and confidence to pursue their paths to college, career, and beyond. Located in both Albany and Troy, NY, KIPP Capital Region serves 2,500 students in grades K-12 across seven schools. We believe every individual walks through the doors of schools bearing gifts. Talent. Perspective. Drive. Inspiration. So at KIPP Capital Region, we support every student and educator to see those gifts, and then build the skills and confidence they need to thrive. We are committed to furthering anti-racism, equity, and racial justice in all our efforts, and expect all of our stakeholders to participate in this work so that we can create a future without limits for our students, together. Position Overview The Manager of Talent Acquisition & Attraction is responsible for developing new, innovative, and competitive recruiting strategies, processes, and programs supporting business objectives to attract and acquire a qualified talent pool. Duties and Responsibilities Recruitment & Selection Manage the full recruitment process, including job postings, sourcing and screening candidates, coordinating all interview logistics, and facilitating Selection Days. Draft and post engaging job descriptions and social media content to attract qualified candidates. Design comprehensive, tailored interview materials to ensure alignment with role requirements and enable objective evaluations by Selection Day committees. Maintain consistent and professional candidate communication throughout the full recruitment lifecycle to ensure a timely, warm, and professional experience. Collaborate with hiring managers and the Director of Talent Acquisition & Attraction to ensure interview logistics are coordinated and processes are followed consistently. Support onboarding coordination by preparing materials and ensuring compliance with hiring requirements, including fingerprinting and documentation. Attend and support job fairs, college career days, and community events as a representative of KIPP Capital Region. Sourcing & Talent Pipelines Proactively source candidates through online platforms, networking, referrals, and community partnerships. Maintain and update candidate databases and talent pools for future hiring needs. Partner with staff across schools to encourage internal referrals and support the employee referral program. Research and recommend new tools and channels to improve sourcing and outreach efforts. Talent Attraction & Strategy Support the Director of Talent Acquisition & Attraction in developing and executing talent attraction and recruitment strategies that align with organizational goals. Assist in implementing employer branding initiatives to strengthen visibility and reputation as an employer of choice. Help maintain relationships with community partners, colleges, and organizations to build a diverse and qualified talent pipeline. Stay informed on current recruitment trends and share recommendations to enhance the region's hiring efforts. Assist with tracking and monitoring recruitment budgets, invoices, and advertising expenses for approval by the Director of Talent Acquisition & Attraction. Data, Analysis & Reporting Track and report on recruitment metrics to support reporting initiatives such as time-to-hire, applicant flow, and source of hire. Maintain accurate data in applicant tracking and ATS systems to ensure consistency and reliability. Prepare reports and dashboards for the Director and HR team to support data driven decision making. Assist the Director of Talent Acquisition & Attraction in conducting surveys or research related to talent trends, compensation, and employment activity. Collaboration & Stakeholder Engagement Work closely with the Director of Talent Acquisition & Attraction and the HR Team to coordinate priorities and ensure smooth communication with hiring managers. Maintain positive and professional relationships with internal stakeholders, including hiring managers and School Leaders. Provide consistent updates on recruitment status and candidate pipelines. Collaborate with Communications and Operations teams to align messaging, materials, and logistics for recruitment efforts. Represent KIPP Capital Region professionally at internal and external recruitment events. Retention & Employee Experience Support efforts to strengthen staff engagement and retention by maintaining positive relationships with current employees. Assist with the Intent to Return (ITR) process, including data tracking, communication, and follow up. Assist with the Intent to Return (ITR) process by updating the talent map throughout the school year, tracking data, communicating with stakeholders, following up with employees, ensuring key information is shared appropriately, and maintaining confidentiality throughout the process. Help collect and organize feedback from onboarding, exit, and engagement surveys to inform improvement plans. Partner with HR and school leaders to identify and support employee needs as they arise. KIPP Capital Region Perform other duties outlined by the Director of Talent Attraction & Acquisition and Chief People Officer (CPO). Committed to furthering anti-racism, equity, and racial justice in all our efforts, and expect all our stakeholders to participate in this work so that we can create a future without limits for our students together. Complies with all charter, federal, state, and local laws and regulations, including the NYS Department of Education, Department of Health, and NYS Office of Children and Family Services. Adheres to organization policies and procedures; promotes and supports mission, vision, and values, including developing and participating in internal surveys and data collection for continuous improvement initiatives. Qualifications Education and Experience Bachelor's Degree from an accredited College or University is required. A degree in Communications, Human Resources, Sales, or a related field is preferred. SHRM-CP or SHRM-SCP is a plus. Proven experience in Recruitment, Sales, HR, or education is preferred. Deep understanding of the competitive talent market, strong stakeholder relationship skills, and expertise in leveraging direct sourcing techniques with the ability to drive results-oriented initiatives. Ability to effectively advise, coach, interact, and navigate crucial conversations, including a demonstrated understanding of negotiation techniques. Strong interpersonal skills, with the ability to develop productive working relationships with stakeholders across functional and organizational lines. Experience working directly with students, preferably in a charter, private, or public school environment. Prior experience working in schools and urban communities is preferred but not required. Ability to work a flexible schedule outside of regular business hours, including night and weekend hours as necessary. Aptitude to create and work within an inclusive environment that honors and supports a diversity of backgrounds and perspectives. Physical Requirements The physical demands described here represent those that an employee must meet to perform the essential functions of this job successfully. Reasonable accommodations may enable individuals with disabilities to perform the essential functions. This role operates in a professional office environment and routinely uses standard office equipment. Prolonged periods of sitting at a desk and working on a computer. Must be able to access and navigate all areas of the school and other facilities as needed. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. Must be able to communicate clearly and effectively through verbal and written means, both in person and via phone, video conferencing, and email. The employee must be able to read, write, and speak English fluently. While performing the duties of this job, the employee is required to stand, walk, sit, use fingers to type, handle or feel objects, tools, or controls, reach with hands and arms, climb stairs, balance, stoop/bend and reach, kneel, crouch or crawl, talk, and hear. Must be able to move throughout various work locations, attend recruitment events, and occasionally travel to schools, colleges, and job fairs (up to 25-30% of the time). Dexterity requires writing and operating standard office machines such as computers, printers, copiers, fax machines, phones, and calculators. Occasional standing, walking, bending, or lifting to 20 pounds (e.g., event materials, recruitment signage, or office supplies). Ability to focus on detailed work for extended periods of time. Ability to handle high volumes of information and multitask effectively. Capacity for sustained attention and problem-solving in dynamic, fast-paced settings. Ability to manage confidential information with discretion and sound judgment. Additional Information Work PerksWhen you join KIPP Capital Region, you are joining in on our promise to families that their children will enter college and the professional world able to thrive academically due to their literacy, numeracy, and core knowledge in science and social studies. We also promise that our students will develop a passion for learning and the drive necessary to persevere as they climb the mountain to and through college and career. Our graduates will be prepared to return to their community as teachers, leaders, and architects of continued growth in the Capital Region. And while the biggest perk to working at KIPP Capital Region is doing work that makes a lifelong difference in the lives of our students, you'll find that's not the only benefit we offer: Generous time-off Industry-leading medical, dental, and vision coverage Aggressive employer 403(b) contribution match Childcare benefits Unparalleled work/life integration Casual dress code Relocation stipend (conditions apply) And so much more! For more information on the benefits of joining KIPP Capital Region, please view our Employee Benefits Summary . Learn More: KIPP Capital Region offers a competitive salary ranging from $68,400 - $75,600 Salaries are determined using an equitable compensation scale that accounts for years of experience relevant to the role and longevity within the KIPP network. KIPP Capital Region will evaluate and determine the step/level a new hire will be placed within our teacher salary scale at point of hire. All staff and educators at KIPP Capital Region are committed to anti-racism and inclusion, are part of a close-knit diverse community, and are encouraged to show up authentically, inspiring our children to do the same. Learn more about what it's like to work at KIPP Capital Region: kippcapital.org/join-our-team/ This role is located at KIPP Capital Region schools in Albany, NY and Troy, NY.

KIPP Capital Region is a part of a national network of high-performing public Charter Schools committed to creating joyful, academically excellent, and prepared students with the skills, ability, and confidence to pursue their paths to college, career, and beyond. Located in both Albany and Troy, NY, KIPP Capital Region serves 2,500+ students in grades K-12 across seven schools. We believe every individual walks through the doors of schools bearing gifts. Talent. Perspective. Drive. Inspiration. So at KIPP Capital Region, we support every student and educator to see those gifts, and then build the skills and confidence they need to thrive. We are committed to furthering anti-racism, equity, and racial justice in all our efforts, and expect all of our stakeholders to participate in this work so that we can create a future without limits for our students, together. Position Overview The Manager of Talent Acquisition & Attraction is responsible for developing new, innovative, and competitive recruiting strategies, processes, and programs supporting business objectives to attract and acquire a qualified talent pool. Duties and Responsibilities Recruitment & Selection Manage the full recruitment process, including job postings, sourcing and screening candidates, coordinating all interview logistics, and facilitating Selection Days. Draft and post engaging job descriptions and social media content to attract qualified candidates. Design comprehensive, tailored interview materials to ensure alignment with role requirements and enable objective evaluations by Selection Day committees. Maintain consistent and professional candidate communication throughout the full recruitment lifecycle to ensure a timely, warm, and professional experience. Collaborate with hiring managers and the Director of Talent Acquisition & Attraction to ensure interview logistics are coordinated and processes are followed consistently. Support onboarding coordination by preparing materials and ensuring compliance with hiring requirements, including fingerprinting and documentation. Attend and support job fairs, college career days, and community events as a representative of KIPP Capital Region. Sourcing & Talent Pipelines Proactively source candidates through online platforms, networking, referrals, and community partnerships. Maintain and update candidate databases and talent pools for future hiring needs. Partner with staff across schools to encourage internal referrals and support the employee referral program. Research and recommend new tools and channels to improve sourcing and outreach efforts. Talent Attraction & Strategy Support the Director of Talent Acquisition & Attraction in developing and executing talent attraction and recruitment strategies that align with organizational goals. Assist in implementing employer branding initiatives to strengthen visibility and reputation as an employer of choice. Help maintain relationships with community partners, colleges, and organizations to build a diverse and qualified talent pipeline. Stay informed on current recruitment trends and share recommendations to enhance the region's hiring efforts. Assist with tracking and monitoring recruitment budgets, invoices, and advertising expenses for approval by the Director of Talent Acquisition & Attraction. Data, Analysis & Reporting Track and report on recruitment metrics to support reporting initiatives such as time-to-hire, applicant flow, and source of hire. Maintain accurate data in applicant tracking and ATS systems to ensure consistency and reliability. Prepare reports and dashboards for the Director and HR team to support data driven decision making. Assist the Director of Talent Acquisition & Attraction in conducting surveys or research related to talent trends, compensation, and employment activity. Collaboration & Stakeholder Engagement Work closely with the Director of Talent Acquisition & Attraction and the HR Team to coordinate priorities and ensure smooth communication with hiring managers. Maintain positive and professional relationships with internal stakeholders, including hiring managers and School Leaders. Provide consistent updates on recruitment status and candidate pipelines. Collaborate with Communications and Operations teams to align messaging, materials, and logistics for recruitment efforts. Represent KIPP Capital Region professionally at internal and external recruitment events. Retention & Employee Experience Support efforts to strengthen staff engagement and retention by maintaining positive relationships with current employees. Assist with the Intent to Return (ITR) process, including data tracking, communication, and follow up. Assist with the Intent to Return (ITR) process by updating the talent map throughout the school year, tracking data, communicating with stakeholders, following up with employees, ensuring key information is shared appropriately, and maintaining confidentiality throughout the process. Help collect and organize feedback from onboarding, exit, and engagement surveys to inform improvement plans. Partner with HR and school leaders to identify and support employee needs as they arise. KIPP Capital Region Perform other duties outlined by the Director of Talent Attraction & Acquisition and Chief People Officer (CPO). Committed to furthering anti-racism, equity, and racial justice in all our efforts, and expect all our stakeholders to participate in this work so that we can create a future without limits for our students together. Complies with all charter, federal, state, and local laws and regulations, including the NYS Department of Education, Department of Health, and NYS Office of Children and Family Services. Adheres to organization policies and procedures; promotes and supports mission, vision, and values, including developing and participating in internal surveys and data collection for continuous improvement initiatives. Qualifications Education and Experience Bachelor's Degree from an accredited College or University is required. A degree in Communications, Human Resources, Sales, or a related field is preferred. SHRM-CP or SHRM-SCP is a plus. Proven experience in Recruitment, Sales, HR, or education is preferred. Deep understanding of the competitive talent market, strong stakeholder relationship skills, and expertise in leveraging direct sourcing techniques with the ability to drive results-oriented initiatives. Ability to effectively advise, coach, interact, and navigate crucial conversations, including a demonstrated understanding of negotiation techniques. Strong interpersonal skills, with the ability to develop productive working relationships with stakeholders across functional and organizational lines. Experience working directly with students, preferably in a charter, private, or public school environment. Prior experience working in schools and urban communities is preferred but not required. Ability to work a flexible schedule outside of regular business hours, including night and weekend hours as necessary. Aptitude to create and work within an inclusive environment that honors and supports a diversity of backgrounds and perspectives. Physical Requirements The physical demands described here represent those that an employee must meet to perform the essential functions of this job successfully. Reasonable accommodations may enable individuals with disabilities to perform the essential functions. This role operates in a professional office environment and routinely uses standard office equipment. Prolonged periods of sitting at a desk and working on a computer. Must be able to access and navigate all areas of the school and other facilities as needed. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. Must be able to communicate clearly and effectively through verbal and written means, both in person and via phone, video conferencing, and email. The employee must be able to read, write, and speak English fluently. While performing the duties of this job, the employee is required to stand, walk, sit, use fingers to type, handle or feel objects, tools, or controls, reach with hands and arms, climb stairs, balance, stoop/bend and reach, kneel, crouch or crawl, talk, and hear. Must be able to move throughout various work locations, attend recruitment events, and occasionally travel to schools, colleges, and job fairs (up to 25-30% of the time). Dexterity requires writing and operating standard office machines such as computers, printers, copiers, fax machines, phones, and calculators. Occasional standing, walking, bending, or lifting to 20 pounds (e.g., event materials, recruitment signage, or office supplies). Ability to focus on detailed work for extended periods of time. Ability to handle high volumes of information and multitask effectively. Capacity for sustained attention and problem-solving in dynamic, fast-paced settings. Ability to manage confidential information with discretion and sound judgment. Additional Information Work Perks When you join KIPP Capital Region, you are joining in on our promise to families that their children will enter college and the professional world able to thrive academically due to their literacy, numeracy, and core knowledge in science and social studies. We also promise that our students will develop a passion for learning and the drive necessary to persevere as they climb the mountain to and through college and career. Our graduates will be prepared to return to their community as teachers, leaders, and architects of continued growth in the Capital Region. And while the biggest perk to working at KIPP Capital Region is doing work that makes a lifelong difference in the lives of our students, you'll find that's not the only benefit we offer: Generous time-off Industry-leading medical, dental, and vision coverage Aggressive employer 403(b) contribution match Childcare benefits Unparalleled work/life integration Casual dress code Relocation stipend (conditions apply) And so much more! For more information on the benefits of joining KIPP Capital Region, please view our Employee Benefits Summary. Learn More: KIPP Capital Region offers a competitive salary ranging from $68,400 - $75,600 Salaries are determined using an equitable compensation scale that accounts for years of experience relevant to the role and longevity within the KIPP network. KIPP Capital Region will evaluate and determine the step/level a new hire will be placed within our teacher salary scale at point of hire. All staff and educators at KIPP Capital Region are committed to anti-racism and inclusion, are part of a close-knit diverse community, and are encouraged to show up authentically, inspiring our children to do the same. Learn more about what it's like to work at KIPP Capital Region: kippcapital.org/join-our-team/ This role is located at KIPP Capital Region schools in Albany, NY and Troy, NY.

Compensation: Hourly: $34.62/hr *The offered salary or salary range is based on several factors, including, but not limited to, overall experience, relevant experience, education level, certifications, applicable skills and expertise, and location of the position.” Position Overview:Reporting into the store based Area HR Manager, the Human Resources Assistant Manager will be responsible for providing training and support for HR functions including but not limited to training Store Managers, HR Associates and Coordinators, payroll, timecard enforcement and maintenance of personnel files.Job Description: Partner with Area Human Resources Manager on employee relations issues and staffing objectives Process various reports and focus on the administrative tasks associated with HR recording, policy and procedure Process liaison for employee relations questions and concerns, leaves of absence, paid time off, workers compensation, etc. Assist with interviews, investigations, disciplinary actions, and provides HR support at the store level Collaborates with other functional groups including store managers, human resources, training and payroll Provides training for Store Managers and Human Resources Coordinators including but not limited to HR processes and procedures, employment laws, recruiting, etc. Advises Area Manager and Store Managers on workforce planning Supports in recruiting for the store by developing and maintaining professional relationships with external sources to generate applicant flow including learning institutions, government agencies, independent organizations including nonprofit agencies, and other employment sources Utilizes recruiting tools and employs talent acquisition strategies to source external candidates by conducting on-site recruiting events, holding job fairs, and shopping the competition to find potential talent Follow up and track all aspects of employment, such as completing employment forms, conducting orientations and notifying the department of new hire start date Assist with all recruitment efforts including setting up and participating in on-site and external job fairs Support in the posting and updating of open positions on internal and external job boards Partners with Store Manager to manage and control monthly personnel costs Partners with Stores HR group to solve company issues Assist with special projects as assigned by management Supports and manages support for multiple locations Qualifications: Bachelors Degree Minimum of two (2) years human resources or related experience. Experience in retail preferred Strong PC knowledge which include MS Excel, Word Experience with applicant tracking systems and Hume Resources Systems (Workday strongly preferred) Excellent Customer Service skills Ability to maintain confidentiality Must possess excellent written and verbal communication skills Knowledge of HR policies and practices, employment law, recruitment and employment practices, Equal Employment Opportunity regulations and guidelines Ability to work a flexible schedule that meets the business needs, including evenings and weekends Travel may be required (10-25%) Benefits: Medical, dental, and vision coverage 401k plan - 100% match on the first 3% you contribute, 50% on the next 2% you contribute Paid parental leave Fertility benefits, including IVF Life insurance Short-term and long-term disability insurance HSA/FSA options Employee Assistance Program Vacation & Personal Time Off Sick & Wellness Time Off 30% Employee Merchandise Discount Employee Referral Bonus Commuter benefits The Company is committed to equal pay initiatives and will not ask candidates for their current or past salary. As an Equal Opportunity Employer, Fast Retailing does not discriminate against applicants or employees because of race, color, creed, religion, sex, national origin, veteran status, disability, age, citizenship, marital or domestic/civil partnership status, sexual orientation, gender identity or expression or because of any other status or condition protected by applicable federal, state or local law.

People Inc. is looking for a Lead Human Resources Business Partner to help support our growing Product Development technology team. The ideal candidate will be a strategic thought leader and a hands-on problem solver who can effectively partner with business leaders to drive organizational success. This role requires someone who is not only an expert in HR but also a proactive and adaptable professional who can navigate complex challenges and ambiguity with confidence. The HRBP team partners with leadership to drive organizational effectiveness, implement change management strategies, and improve employee engagement. We work closely with various teams to shape performance management, talent retention strategies, and career development initiatives. Our goal is to foster a supportive and high-performance culture across the organization. Strategic Partnership & Planning: You'll act as a strategic advisor to business leaders, aligning HR initiatives and policies with organizational goals. This includes planning and prioritizing to effectively anticipate the needs of various stakeholders. You'll need to use your ability to make sense of complex, and sometimes contradictory, information to solve problems and drive results. Problem-Solving & Innovation: You'll use your expertise to solve complex issues, uncovering the root cause of problems and evaluating different solutions. We're looking for someone who comes up with new and better ideas, introducing fresh perspectives to old problems. You'll need to be action oriented, taking the lead on new challenges and seizing opportunities. Organizational Effectiveness: You'll maneuver comfortably through complex organizational dynamics, policies, and processes. You'll optimize work processes, finding the most efficient ways to get things done, and constantly seek ways to improve them. Your ability to manage ambiguity through being resourceful will be key, as you'll often have to operate effectively even when the way forward isn't clear. Accountability & Trust: You'll be responsible for ensuring accountability across the board, holding yourself and others accountable to meet commitments. A crucial part of this role is instilling trust in your partners by being honest, authentic, and following through on your commitments. Employee Relations & Development: You'll handle a variety of employee relations issues, demonstrating situational adaptability and a strong ability to understand different situations and adjust your approach accordingly. You'll also need to have self-awareness, strong ability to be resourceful and seek feedback to grow from every experience. The Role's Minimum Qualifications and Job Requirements: Education: Bachelor's degree or equivalent training/experience Experience: Minimum of 5 years in an HRBP role with experience supporting senior business leaders and multiple client groups. Prior experience in the digital, media, technology or the start-up space is highly preferred. Specific Knowledge, Skills, Certifications and Abilities: Strong HR procedure, best practice, and legal knowledge. Ability to successfully influence sustainable change Excellent consulting skills Must be a strong negotiator who can constructively position a positive POV Must have a strong business acumen Strong verbal and written communication skills High degree of ingenuity and creativity, with a past track record of developing innovative solutions that matter Must be resourceful especially in moments that may be ambiguous Experience with Workday is highly preferred. Ability to manage multiple projects and shift priorities as customer needs change Ability and desire to take on new and unfamiliar tasks and assignments Ability to work on teams as well as independently Good judgment skills Must be an effective problem solver Ability to deliver results in a consultative and collaborative manner % Travel Required ( Approximate ): It is the policy of People Inc. to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, the Company will provide reasonable accommodations for qualified individuals with disabilities. Accommodation requests can be made by emailing *************. The Company participates in the federal E-Verify program to confirm the identity and employment authorization of all newly hired employees. For further information about the E-Verify program, please click here: ********************************** Pay Range Salary: New York: $100,000.00 - $120,000.00 The pay range above represents the anticipated low and high end of the pay range for this position and may change in the future. Actual pay may vary and may be above or below the range based on various factors including but not limited to work location, experience, and performance. The range listed is just one component of People Inc's total compensation package for employees. Other compensation may include annual bonuses, and short- and long-term incentives. In addition, People Inc. provides to employees (and their eligible family members) a variety of benefits, including medical, dental, vision, prescription drug coverage, unlimited paid time off (PTO), adoption or surrogate assistance, donation matching, tuition reimbursement, basic life insurance, basic accidental death & dismemberment, supplemental life insurance, supplemental accident insurance, commuter benefits, short term and long term disability, health savings and flexible spending accounts, family care benefits, a generous 401K savings plan with a company match program, 10-12 paid holidays annually, and generous paid parental leave (birthing and non-birthing parents), all of which may vary depending on the specific nature of your employment with People Inc. and your work location. We also offer voluntary benefits such as pet insurance, accident, critical and hospital indemnity health insurance coverage, life and disability insurance. #NMG#

Benefits: 401(k) matching Dental insurance Paid time off Training & development Vision insurance Wellness resources Job Title: Director of Human Resources Department: Administration Status: Full Time Classification: Exempt Work Weeks/Year: 52 Reports To: Executive Director Grade Scale: Exempt Salary: Base $2,876.16 per pay period L.E.A.P.s HR Director will serve as the head of the Human Resources function and as a key business partner and peer to the management team in leading and creating initiatives, systems, and best practices to recruit, develop, and train a diverse and high-performing workforce and who will build an organizational culture that supports advancement of our mission and strategic plans. It is the understanding and expectation of this organization that all employees will take the opportunity to contribute to the overall success and mission of the agency above and beyond the basic requirements of their job. ESSENTIAL DUTIES AND RESPONSIBILITIES include but are not limited to the following: (The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position) Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 1. Annually reviews, makes recommendations, and revises Agencys policies, procedures, and practices on personnel matters. Communicates changes in Agency personnel policies and procedures and ensures proper compliance is followed. 2. Maintains knowledge of industry trends and employment legislation and ensures Agency compliance. Consults with legal counsel as necessary. 3. Recommends, evaluates, and participates in Staff Development for the Agency. 4. Administers or oversees the administration of human resources programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management, productivity, recognition, and morale; occupational health and safety; and training and development. 5. Assists executive management in the annual review, preparation and administration of Agency Strategic Plan, Succession Plan, and Wage and Salary Programs. 6. Works directly with Program Directors and department managers to assist them in carrying out their responsibilities on personnel matters. 7. HRIS implementation or maintenance to meet and support Agency personnel information needs. 8. Compile and coordinate or oversee required program reporting and submittal of reports per specified guidelines and timeframes. 9. Supervision and professional development of HR Manager and Onboarding Coordinator. 10. Oversees hiring, training, discipline, and termination of employees; planning, assigning, and directing work; addressing complaints, and resolving issues in coordination with the Program Directors, HR Manager, Onboarding Coordinator and Supervisors. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed are representative of the knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions REQUIRED SKILLS/ABILITIES: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or abilities required. 1. Demonstrated knowledge of labor relations laws, principles, and practices 2. Ability to adapt to the needs of the agency and employees 3. Superior verbal/written skills and presentation skills. Good punctuation, spelling, grammar and attention to detail a must. Strong interpersonal skills essential. 4. Strong analytical and problem-solving skills 5. Strong supervisory and leadership skills 6. Strong technology background and adept with multiple platforms and systems, especially as relates to maintaining HR functions (employment, tracking, personnel management) 7. Demonstrated ability to work effectively under pressure and meet established deadlines 8. Ability to prioritize tasks 9. Proficient with Microsoft Office Suite or related software 10. Excellent interpersonal and negotiation skills 11. Adhere to the agencys policy on confidentiality both within the Agency and community and adhere to all Agency and program policies and procedures EDUCATION and/or EXPERIENCE 1. Bachelors degree or equivalent of four to ten years related experience and/or training or equivalent combination of education and experience. 2. HRCI/SHRM accreditation 3. Valid NYS Drivers License which meets agency standards PHYSICAL REQUIREMENTS 1. Sedentary work. The person in this position may occasionally exert up to 10 pounds of force to grasp, lift, carry, push, pull, or otherwise move objects 2. This position may require the person to frequently move about their assigned office and/or other L.E.A.P. centers 3. This position performs the essential functions in an indoor office setting This is not intended to be all inclusive. The employee will perform other reasonably related business duties as assigned by the Executive Director. L.E.A.P. reserves the right to revise or change job duties or responsibilities as the need arises. This job description does not constitute a written or implied contract of employment. The work environment characteristics and physical demands described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.