Human resources business partner jobs in Syracuse, NY - 28 jobs

Role: As a key member of the People & Culture team, the Human Resources Manager champions employee experience and organizational culture. This role goes beyond policies, it is about creating a workplace where people feel valued, supported, and empowered to be their best self. The HR Manager builds trust, fosters belonging, and partners with leaders and employees to strengthen engagement, resolve challenges with honesty and empathy, and drive initiatives that enhance well-being and growth. Rooted in the credit union philosophy of 'people helping people,' this position calls for curiosity and a genuine commitment to understanding our business and the values that guide us. By aligning HR strategies with our mission, the HR Manager helps us deliver on our promise to positively impact members at every stage of life through affordable financial services. While ensuring compliance and operational excellence, the HR Manager leads with emotional intelligence, balancing business priorities with the human side of work. This includes guiding employee relations, coaching leaders, supporting talent development, and shaping programs that reflect our values of honesty, integrity, and fairness. Reporting to the VP of People & Culture, this role oversees a team of four: an HR Generalist, an Employee Relations Advisor, and two Senior Recruiters. The HR Manager provides coaching, guidance, and development to this team while fostering collaboration and alignment with organizational goals. The annual salary range for this position is: $98,685.61-$148,028.41. This position is based at our Syracuse, NY headquarters and follows a hybrid model, requiring a minimum of five days in the office per month. Essential Functions & Responsibilities: 30% Employee Relations & HR Business Partnership: - Serve as a trusted advisor to employees and leaders, offering guidance that blends empathy with sound judgment. - Lead resolution of complex employee relations issues with discretion and fairness, ensuring outcomes that strengthen trust and engagement. - Partner with business leaders to align people strategies with organizational goals, supporting workforce planning and change management. - Build authentic, trust-based relationships across the organization, creating an environment where employees feel heard and empowered. - Oversee the annual performance management cycle, ensuring tools and processes reinforce leadership excellence and employee growth. - Coach leaders to develop high-performing, inclusive teams that reflect our values and culture. 20% Culture, Engagement & Team Leadership: - Lead and mentor a team of four HR professionals (HR Generalist, Employee Relations Advisor, and two Senior Recruiters), fostering clarity, accountability, and growth. - Champion initiatives that elevate employee engagement and belonging, ensuring programs reflect the unique needs of our workforce. - Model adaptability and continuous learning, promoting innovation within HR and across the organization. - Develop a strong understanding of the credit union philosophy and business model, ensuring HR strategies reflect our mission of people helping people. - Invest in the professional development of the HR team through coaching, mentoring, and exposure to emerging trends. - Collaborate with Training and Development to design and deliver programs that strengthen leadership capability, employee growth, and organizational culture. 20% Human Resources Legal, & Compliance: - Ensure HR practices meet legal requirements while reflecting organizational values and respect for employees. - Partner with legal counsel on sensitive employment matters, maintaining transparency and professionalism. - Conduct audits and reviews to uphold compliance with federal, state, and local regulations. - Keep policies current and relevant, anticipating changes and recommending updates proactively. - Manage the employee handbook and related guides to ensure clarity and accessibility. - Oversee vendor relationships tied to HR services, ensuring accuracy and adherence to contracts and budgets. 10% Recruitment & Onboarding: - Drive recruitment strategies that attract top talent aligned with our culture and mission. - Deliver onboarding experiences that make new hires feel welcomed, connected, and set up for success from day one. - Maintain compliance with hiring policies, including Affirmative Action requirements. 10% Employee Programs & Leave Administration: - Lead programs that enhance employee well-being, recognition, and belonging. - Oversee leave management (FMLA, ADA, disability, and accommodations) through our third-party administrator, ensuring compliance and a supportive experience for employees. - Serve as a resource for managers and employees on leave-related questions, balancing empathy with policy adherence. 10% HR Analytics & KPIs: - Use HR metrics and insights to identify trends and inform strategies that improve engagement and performance. - Collaborate with cross-functional teams to integrate people data into broader business decisions. - Other duties as assigned. Performance Measurements: See Dayforce (HRIS) Performance Management for Goals upon start in role, and annually. Knowledge and Skills: Experience: 5 to 8 years of progressive HR leadership experience, with a strong focus on Employee Relations, HR Business Partnership, Recruitment, and creating welcoming, high-performing cultures. - 4+ years of people-leadership experience including mentoring and developing HR professionals across multiple disciplines. - Proven expertise in employment law and compliance, including FMLA, ADA, disability accommodations, HIPAA, and related regulations. - Hands-on experience managing leave administration with empathy and accuracy. - Proficiency in HRIS systems and leveraging data to inform people strategies (not just reporting). - Experience supporting multi-location organizations and navigating complex workforce needs is highly preferred. Education: Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field. - Equivalent industry-recognized certifications and relevant experience will be considered in lieu of a degree. Interpersonal Skills & Ideal Candidate Profile: - Brings exceptional emotional intelligence and approaches challenges with empathy, fairness, and confidence. - Builds authentic relationships and earns trust quickly across all levels of the organization. - Communicates with clarity and influence, able to coach leaders, resolve conflict, and inspire teams through both words and actions. - Thrives in collaboration, balancing business priorities with a genuine commitment to employee well-being and belonging. - Comfortable being a visible culture ambassador, modeling integrity and positivity in every interaction. Other Skills: - Leads with empathy and decisiveness, creating a workplace where employees feel supported, respected, and heard. - Skilled at navigating complexity and competing priorities without losing sight of the human experience. - Demonstrates sound judgment and discretion in sensitive matters, earning credibility as a trusted advisor. - Uses data and insights not just for reporting, but to shape strategies that elevate engagement and performance. - Drives initiatives that transform employee experience and strengthen organizational culture, rather than simply managing projects. - Champions belonging, ensuring unique voices are represented and valued in decision-making. - Resolves conflict with grace and fairness, turning challenges into opportunities for growth and trust-building. Physical Requirements: - Prolonged periods of sitting at a desk and working on a computer. - Regular use of hands and fingers to operate a computer, keyboard, and telephone. - Near visual acuity required for working with digital content. - Occasional light lifting of office supplies or equipment may be necessary (up to 20 pounds). - Ability to attend in-person events (branch visits, rallies, employee meetings) as needed. - Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position. Work Environment: - Hybrid work model requiring a minimum of 5 days per month in-office at the Syracuse, NY headquarters. Additional time may be required as specified by management. - Standard office environment with moderate noise levels. - Regular collaboration with colleagues via Microsoft Teams, email, and in-person meetings. - Occasional travel within the region for branch visits, volunteerism, leadership meetings, or employee engagement events. This Job Description is not a complete statement of all duties and responsibilities comprising the position.

The Human Resources Business Partner, as a strategic partner, aligns business objectives with employees and management in designated business unit(s). Serves as an expert consultant to management on human resources related issues. Acts as an employee champion and change agent. Assesses and anticipates HR-related needs within designated business unit(s). Proactively communicates needs to the health system human resources department and business unit management to develop integrated people solutions. Formulates partnerships across the health system human resources function to deliver value-added services to management and employees that reflect the business objectives of the organization. Maintains business literacy as it relates to the financial position, culture and engagement, business objectives and goals of designated business unit(s). Under general direction and with latitude for independent judgment, responsibilities include but are not limited to: * Apply professional human resources techniques and expertise to identify solutions and deliver results that enable business execution. * Provides consultative decision support to management on complex leadership and human resources issues. * Maintains relationships and collaborates with HR Specialists such as Compensation, Benefits, Performance Management, Professional Learning and Development, Payroll, Diversity and Inclusion and Employee/Labor Relations to develop solutions to business challenges. * Serves as a contributing member of the extended leadership team(s) of designated business unit(s). Contributes to the overall business strategy and its execution by partnering with the business leaders to identify, prioritize and build organizational capabilities. * Advises management on organization policies, procedures and regulations, and other compliance related issues. * Provides performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale and engagement, increase productivity and retention. Manages and resolves complex employee relations issues, conducts effective, thorough and objective investigations. Minimum Qualifications: Bachelor degree in Human Resources, Business or Health Care Administration or related and 5 years of relevant progressively responsible experience, preferably in the area of Human Resources. Preferred Qualifications: Master degree preferred. Work Days: Mon- Friday. Days Message to Applicants: Recruitment Office: Human Resources Executive Order: Pursuant to Executive Order 161, no State entity, as defined by the Executive Order, is permitted to ask, or mandate, in any form, that an applicant for employment provide his or her current compensation, or any prior compensation history, until such time as the applicant is extended a conditional offer of employment with compensation. If such information has been requested from you before such time, please contact the Governor's Office of Employee Relations at ************** or via email at ****************.

Job Description Human Resources Business Partner is located in Syracuse, NY. At Bluefors, we are proud to design and manufacture world-class cryogenic solutions that enable breakthrough discoveries. From our Syracuse, NY facility, home to Cryomech product lines, we develop and build cryogenic systems that power advances in quantum technology, scientific research, and other cutting-edge industries. Founded in Finland in 2008, Bluefors quickly became the global leader in ultra-low temperature systems. With the addition of Cryomech, Syracuse-based pioneer since 1963, our combined expertise allows us to deliver reliable, high-performance products that scientists, innovators, and industries depend on every day. Our team of 600+ professionals from over 50 nationalities is united by curiousity, craftsmanship, and a shared mission: to help our customers go further. Whether building precision cryocoolers, engineering complete measurement systems, or supporting our products in the field, we focus on quality, collaboration and progress. Working at Bluefors means contributing to technology that has real impact worldwide. In Syracuse, our employees are the heart of producing the cryogenic systems that enable tomorrow's discoveries - while building rewarding careers in engineering, manufacturing, quality, finance, sales, service and beyond. Position Summary This position is responsible for assisting and supporting the HR Department with various HR functions, including onboarding and administration of HR policies, procedures, and programs in a secure confidential environment. Essential Duties and Responsibilities HR administrative duties to ensure legal regulations are followed to include retention and maintenance of confidential and personnel files/records; creating documents/procedures Advises supervisory staff in appropriate resolution of employee relations issues Partners with the Safety and Training Coordinator to oversee Bluefors Cryocooler Technologies' injury management program including all Worker's Compensation processes and procedures Responsible for screening and coordinating interviews for assigned roles Assists with recruitment (onsite and offsite functions), benefit and leave administration Prepares various employee correspondence including offer letters, compliance paperwork, separation notices and related documentation Assists payroll with PTO administration Participates and supports in coordination of company events Other administrative duties/HR projects as assigned Qualifications and Education Requirements Bachelor's degree preferably in human resources or business administration with three to five years related experience and/or training; or equivalent combination of education and experience. Experience with HRMS/HRIS systems preferred. Employee Benefits Bluefors offers a generous benefits package including health, dental, vision, 401K, long and short-term disability, life, training, tuition reimbursement, and Paid Time Off (PTO). This role does not offer sponsorship for work authorization. Bluefors Cryocooler Technologies, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration regardless of disability status, veteran status, or any other New York State or federally protected characteristic.

Job Title: Human Resources Manager Reports To: General Manager FLSA Status: Exempt Supervisory Responsibilities: Yes - Functional Area Leader Frazer and Jones is a leading manufacturer of malleable and ductile iron castings serving a multitude of various industries with a rich history of over 175 years. We are seeking a dynamic Human Resources Manager to join our team and support our mission by enhancing our workforce and workplace culture. Job Summary: Under the direction of the General Manager oversees the daily operations of Human Resources, Payroll and Labor Relations functions for the plant. This position oversees the interviewing, hiring, training and termination of employees. Maintains, interprets, and adjusts policies and procedures, along with the collective bargaining agreement. Provides support for employee benefits, leaves of absence and other functions as it relates to Human Resources. Supervisory Responsibilities: Oversees and participates in the recruitment, hiring, and training of managerial and hourly employees. Conducts performance evaluations that are timely and constructive. Handles discipline and termination of employees as needed and in accordance with company policy. Provides direct supervision to one or more employees. Essential Job Functions and Responsibilities: Handles routine and complex or sensitive Human Resources-related items such as payroll inquiries, interpretation of company policies or collective bargaining agreement, training and development as well as performance management. Performs weekly payroll processing for two business units, including 401k contributions, benefit deductions, garnishments and other items as needed. Serve as the primary point of contact for employee concerns, mediate disputes and foster a positive workplace culture through effective communication and conflict resolution. Implements performance appraisal systems, provides guidance on performance improvement plans, and supports managers in developing their teams. Identifies training needs, coordinates training programs and promotes employee development initiatives to enhance skills and career growth. Ensures compliance with labor laws, regulations, company policies, health and safety standards and collective bargaining agreement. Administers compensation and benefits programs, conducts salary reviews, open enrollment and benefit administration. Analyzes HR metrics to assess the effectiveness of programs and initiatives, prepares reports for management to inform strategic decisions. Consults with line management, providing HR guidance when appropriate. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Performs other related duties as assigned. Required Skills or Abilities: Excellent verbal and written communication skills with the ability to effectively communicate with different layers of the organization. Strong interpersonal and customer service skills, with emphasis on emotional intelligence. Outstanding organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Proficient with Microsoft Office Suite or related software. Proficiency with HRIS and payroll software, especially with ADP Workforce Now is desirable. Physical Requirements: Requires predominately sedentary work such as sitting at a desk and computer for extended periods of time, up to 8 hours at a time. Work is performed in an office setting with limited exposure to loud noises, odors, extreme variances in temperature or other environmental factors. Requires occasional exposure in the manufacturing plant to irritants such as loud noises, fumes, exhaust, or other environmental factors. Must be able to lift 15 pounds at times without assistance. Education and Experience: Requires an associate's degree in business management or an alike field, or equivalent experience in lieu of education may be considered. Bachelor's degree in human resource management, industrial labor relations or business administration is highly desirable. SHRM-CP or SHRM-SCP designation is highly desirable. A minimum of 3-years' experience as HR Generalist or alike roles, preference to those that have worked in an unionized environment and/or manufacturing. Pay and Benefits: Salary: $80,000 - $100,000 per year base. This position is eligible for a discretionary bonus of 20% of base salary. Company paid short-term and long-term disability, and life insurance. 401(k) enrollment after 6 months of service, with a 50% match of the first 6% contributed by the employee. Medical, dental, vision insurance enrollment eligible the first month after hire. Paid time and vacation time.

About Us: As a global manufacturer of complex aircraft engine components, Pursuit Aerospace is founded on a commitment to relentless, continuous, operational improvement and extraordinary customer service. We pride ourselves on competitive cost structure, exceptional on-time delivery, and industry-leading quality. The Pursuit family of companies has cultivated long-term relationships with our customers around the world through respect, teamwork, technology, and trust. We are driven to develop industry leading process innovations and manufacturing techniques on behalf of our customers. Our exceptional quality is driven by a deep investment in and the daily practice of continually improving our people, processes, and products. About the Opportunity: We are seeking a Human Resources Manager to play a pivotal role in shaping culture and advancing people initiatives. We are looking for an HR leader who is energized by building strong relationships with front-line and union leadership, thoughtfully sourcing and retaining talent, and partnering with leaders to continuously enhance the employee experience. The ideal candidate brings a hands-on, collaborative approach and a passion for fostering trust, strengthening culture, and implementing continuous improvement practices that enable long-term success. This role is a key member of the site leadership team, working closely with the General Manager to align HR strategy with business priorities and execute people initiatives that support growth and operational excellence. The position reports directly to the Director of Human Resources for the division, with a dotted-line relationship to the site General Manager. This role will be pivotal in shaping culture and advancing people initiatives at our Whitesboro, NY manufacturing site. The site employs approximately 400 team members, is union-represented, and generates $150 million in annual revenue, with continued growth driven by insourcing work and winning new programs. This is an exciting time for the site, with significant opportunity to strengthen engagement, partnership, and organizational effectiveness across the workforce. Location: Whitesboro, NY, travel Responsibilities: Collaborate closely with the site leader to drive business performance, workforce planning, and site-level strategy, ensuring HR initiatives directly support operational goals. Promote Pursuit's values and cultural priorities, serving as a visible advocate for positive workplace behaviors, accountability, and employee engagement across all levels of the site. Ensure critical roles are filled with the right people, balancing talent acquisition, succession planning, and retention strategies to support high performance and long-term business success. Oversee onboarding, training, performance management, and career development programs, enabling employees to succeed and grow while fostering a culture of accountability and continuous improvement. Nurture strong employee relationships, proactively addressing concerns, resolving conflicts, and implementing programs that improve morale and engagement. Lead HR systems, policies, and programs, including compliance, benefits administration, safety, and workers' compensation, ensuring processes are efficient, compliant, and aligned with site and enterprise objectives. Identify opportunities to strengthen site culture, implement initiatives that enhance engagement, and measure the impact of programs to continuously improve the employee experience. Advise site leaders on workforce decisions, performance management, and employee development, enabling them to lead effectively and achieve business results. Partner with corporate HR and other sites to share best practices, harmonize HR approaches, and support enterprise-wide programs and continuous improvement initiatives. Lead site-level events, recognition programs, and wellness initiatives that build connection, pride, and team cohesion. Ensure all HR activities comply with applicable laws, regulations, and company policies, serving as a trusted resource for leadership and employees. Take on other initiatives as needed to support the site, the business, and Pursuit's mission. Travel up to ~5% to support other Pursuit sites or corporate initiatives. You won't find an opportunity like the one you'll find with Pursuit Aerospace. If you're an exceptional Human Resources leader with a can-do attitude, who's passionate about doing things the right way the first time, join us - we are waiting for you! Now, here's what we need from you: Required Qualifications: Bachelor's degree with a minimum of 4 years of HR generalist experience - OR - in lieu of degree, minimum of 8 years of HR generalist experience. Must be authorized to work in the U.S. on a full-time bases without sponsorship now or in the future. The Company cannot offer employment to visa holders who require employer sponsorship in the future or cannot work now on a full-time basis. Must be able to perform work subject to ITAR/EAR regulations. Preferred Qualifications: Experience providing HR support in a union environment strong preferred. PHR/SPHR certification a plus. Advanced degree preferred. Experience in industrial manufacturing, preferably aerospace. Demonstrable experience using data for HR Metrics and subsequent action planning; including Microsoft excel proficiency. In-depth knowledge of labor law and HR best practices. Competence to build and effectively manage interpersonal relationships at all levels of the Company. Experience directly supporting leaders at multiple levels within the organization. Excellent active listening, negotiation, and presentation skills Excellent verbal and written communication, and organizational and problem-solving skills. Working Conditions: Must be able to have prolonged periods sitting at a desk and working on a computer. Must be able to frequently sit, stand and walk. Must be able to lift and carry up to 15 pounds. Personal protective equipment (e.g., safety glasses and safety shoes) is required on the shop floor Occasional weekend and evening work may be required to accommodate priorities, deadlines, and schedules. Acknowledgements: The above job description is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. Benefits: Pursuit Aerospace also offers a variety of benefits, including health and disability insurance, 401(k) match, flexible spending accounts, EAP, paid time off, and company-paid holidays. The specific programs and options available to an employee may vary depending on date of hire, schedule type, and the applicability of collective bargaining agreements, among other things. Equal Opportunity Employer: Pursuit Aerospace is an Equal Opportunity Employer. We adhere to all applicable federal, state, and local laws governing nondiscrimination in employment. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

**HR Manager** **Kelly Services Professional & Industrial** Full Time Manufacturing Environment - Onsite Clyde, NY Note: Due to the nature of the work environment, candidates must be U.S. citizens or permanent residents and able to provide appropriate documentation upon hire. **Salary Range:** $96,411.86 - $120,514.82 Annually **About Kelly Services Professional & Industrial** Kelly Services Professional & Industrial partners with leading manufacturers and industrial organizations to deliver workforce solutions and human resources expertise. We support our clients by providing strategic HR leadership that strengthens employee engagement, ensures compliance, and drives operational excellence within complex manufacturing environments. **Position Summary** The HR Manager supports employees and leaders at a manufacturing facility of approximately 400 employees. This role is responsible for developing, implementing, and executing human resources strategies aligned with business objectives. The HR Manager serves as the primary point of contact for employee and manager inquiries, provides coaching and guidance, leads HR initiatives, and drives programs that enhance employee experience and organizational effectiveness. **Key Responsibilities** **HR Leadership & Business Partnership** + Provide guidance and expertise in talent acquisition, employee relations, performance management, compliance, policy interpretation, and HR best practices. + Serve as a trusted partner to both employees and leadership, balancing advocacy and business needs. + Maintain high visibility and accessibility across all levels of the organization. **Employee Relations** + Conduct employee relations investigations and provide one-on-one coaching to managers and employees. + Manage progressive discipline, performance management issues, and recommend appropriate personnel actions. + Oversee the employee separation process, including exit interviews and documentation. + Provide oversight and strategic direction for recruiting efforts to ensure appropriate staffing levels. **Organizational Development & Employee Communications** + Participate in training needs assessments and provide recommendations on learning and development priorities. + Facilitate and deliver training programs as needed. + Manage the employee performance review process, ensuring consistency and alignment with organizational values. + Partner with leaders to identify underperformance and develop corrective and development plans. + Support succession planning by identifying skill gaps related to retirements or turnover risks. **Compliance, Policy & Procedure** + Identify opportunities for new or revised HR policies and streamline HR processes for accuracy and efficiency. + Interpret and apply federal, state, and local employment laws to ensure compliance and mitigate risk. + Advise management on appropriate actions related to policy and legal requirements. **Compensation & Workforce Planning** + Advise leaders on compensation assessment, planning, and job classification. + Identify and recommend solutions to address wage competitiveness and internal equity. + Develop and deliver communication and training related to compensation, career development, and performance management. **Required Qualifications** **Knowledge, Skills, and Abilities** + Strong problem-solving, project management, and organizational skills with the ability to manage complex initiatives to completion. + Demonstrated ability to supervise and provide oversight to HR team members. + Excellent written, verbal, and presentation communication skills. + Strong interpersonal and leadership skills with the ability to influence, collaborate, and drive initiatives. + Ability to work flexible hours to support second- or third-shift operations as business needs require. **Education and Experience** + 10+ years of progressive HR Generalist experience, including talent acquisition, employee relations, compensation, training and development, onboarding, policy development, and HRIS. + Thorough knowledge of human resources principles, employment laws, and industry best practices. + Bachelor's degree from an accredited institution, preferably in Human Resources, Business, or a related field. **Preferred Qualifications** + PHR or SHRM-CP certification As part of our promise to talent, Kelly supports those who work with us through a variety of benefits, perks, and work-related resources. Kelly offers eligible employees voluntary benefit plans including medical, dental, vision, telemedicine, term life, whole life, accident insurance, critical illness, a legal plan, and short-term disability. As a Kelly employee, you will have access to a retirement savings plan, service bonus and holiday pay plans (earn up to eight paid holidays per benefit year), and a transit spending account. In addition, employees are entitled to earn paid sick leave under the applicable state or local plan. Click here (********************************************************************* for more information on benefits and perks that may be available to you as a member of the Kelly Talent Community. Get a complete career fit with Kelly . You're looking to keep your career moving onward and upward, and we're here to help you do just that. Our staffing experts connect you with top companies for opportunities where you can learn, grow, and thrive. Jobs that fit your skills and experience, and most importantly, fit right on your path of where you want to go in your career. About Kelly Work changes everything. And at Kelly, we're obsessed with where it can take you. To us, it's about more than simply accepting your next job opportunity. It's the fuel that powers every next step of your life. It's the ripple effect that changes and improves everything for your family, your community, and the world. Which is why, here at Kelly, we are dedicated to providing you with limitless opportunities to enrich your life-just ask the 300,000 people we employ each year. Kelly is committed to providing equal employment opportunities to all qualified employees and applicants regardless of race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, age, marital status, pregnancy, genetic information, or any other legally protected status, and we take affirmative action to recruit, employ, and advance qualified individuals with disabilities and protected veterans in the workforce. Requests for accommodation related to our application process can be directed to the Kelly Human Resource Knowledge Center. Kelly complies with the requirements of California's state and local Fair Chance laws. A conviction does not automatically bar individuals from employment. Kelly participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. Kelly Services is proud to be an Equal Employment Opportunity and Affirmative Action employer. We welcome, value, and embrace diversity at all levels and are committed to building a team that is inclusive of a variety of backgrounds, communities, perspectives, and abilities. At Kelly, we believe that the more inclusive we are, the better services we can provide. Requests for accommodation related to our application process can be directed to Kelly's Human Resource Knowledge Center. Kelly complies with the requirements of California's state and local Fair Chance laws. A conviction does not automatically bar individuals from employment.

Full-time Description Human Resources Coordinator Requirements 1. Oversees compensation and benefit programs, including job description and classification, salary structure and salary adjustments. Oversees benefit plan communication, enrollment and administration. Assesses the competitiveness of human resources programs and practices against the relevant markets and makes recommendations for improvements and changes. 2. Remains current with employment laws and regulations. Maintains an effective program of compliance with laws and regulations related to human resources and manages relationships with compliance agencies and YMCA legal counsel. 3. Oversees HR systems and employee records to ensure accuracy and improve the overall operation and effectiveness of the organization. Ensures timely and accurate submission of data requested by the EEOC, YMCA of the USA, Department of Labor, etc. 4. Works directly with the CFO/Director of Human Resources to build volunteer relationships, develop policies, oversee policy implementation and meet the related needs of the board. 5. Develops staffing strategies and implementation plans and programs. Identifies and cultivates appropriate and effective sources for candidates for all levels of jobs. 6. Provides direction to assigned staff in the performance of their duties, establishing work priorities in achieving strategic and operating plan goals; prepares and manages associated budgets.

Geneva, NY Seeking an Assistant Director of Human Resources who will fill the role of Director of Human Resources in a little less than 1 year. Advance in your career, with full support along the way! Under the supervision of the Director of HR, responsible for the execution and delivery of employee engagement activities, by utilizing initiative-taking and responsive approaches to solve and address complex employee and employer related matters. EDUCATION: Minimum: Bachelors degree in human resources or a related field, required. Preferred: Masters degree in a related field, preferred. PROFESSIONAL CERTIFICATIONS: Preferred: PHR, SPHR, SHRM-CP, SHRM-SCP, CHHR certification(s) WORK EXPERIENCE: Minimum: 3-4 years of experience in Human Resource Healthcare & Employee relations experience preferred. The ideal candidate will have employee relations/engagement experience, someone who takes ownership of projects from start to finish, who is highly meticulous and self-driven. This candidate will also need to be proficient with reporting on data such as, but not limited to, employee surveys exit interview statuses. Demonstrated ability to oversee confidential information with discretion and ability to deal with people in a professional and courteous manner. Ability to meet deadlines, manage multiple priorities and enhance the spirit of teamwork through effective role modeling. Excellent interpersonal, communication and organization skills. Computer literacy. Experience with Microsoft Office products and electronic record keeping. Familiar with TJC and NYS DOH regulations Salary negotiable based on experience, full benefits package. Relocation Assistance Possible for ideal candidate. 8355

Human Resources Coordinator Requirements 1. Oversees compensation and benefit programs, including job description and classification, salary structure and salary adjustments. Oversees benefit plan communication, enrollment and administration. Assesses the competitiveness of human resources programs and practices against the relevant markets and makes recommendations for improvements and changes. 2. Remains current with employment laws and regulations. Maintains an effective program of compliance with laws and regulations related to human resources and manages relationships with compliance agencies and YMCA legal counsel. 3. Oversees HR systems and employee records to ensure accuracy and improve the overall operation and effectiveness of the organization. Ensures timely and accurate submission of data requested by the EEOC, YMCA of the USA, Department of Labor, etc. 4. Works directly with the CFO/Director of Human Resources to build volunteer relationships, develop policies, oversee policy implementation and meet the related needs of the board. 5. Develops staffing strategies and implementation plans and programs. Identifies and cultivates appropriate and effective sources for candidates for all levels of jobs. 6. Provides direction to assigned staff in the performance of their duties, establishing work priorities in achieving strategic and operating plan goals; prepares and manages associated budgets.

We are seeking a dynamic and experienced Human Resources (HR) Manager to lead and oversee all HR functions within our organization. The ideal candidate will be adept at developing and implementing HR strategies that align with business objectives, fostering a positive workplace culture, ensuring legal compliance, and driving employee engagement and development. Education & Experience: B.S. degree in Human Resources or related field, or an equivalent of education and experience Minimum of 3 years experience in HR setting Ability to handle and maintain confidentiality Knowledge of Microsoft Office (including Excel) and ADP Key Responsibilities: HR Strategy & Policy Development: Formulate and execute HR strategies and initiatives that align with the organization's goals. Develop, implement, and maintain HR policies and procedures to ensure consistency and compliance. Processes all terminations and paperwork appropriately and timely. Monitors all unemployment claims for accuracy. Employee Relations: Act as a primary point of contact for employee concerns, addressing grievances, resolving conflicts, and fostering a positive work environment. Maintains good employee relations by being actively involved with employee issues. Promotes harmony in the workforce through good and open communication; fair, consistent, and respectful treatment. Assist in maintaining consistent discipline and ensure all disciplinary action is administered Performance Management: Oversee the performance appraisal system, providing guidance on goal setting, feedback, and performance improvement plans to enhance employee productivity. Compensation & Benefits Administration: Administer competitive compensation and benefits programs, ensuring alignment with industry standards and compliance with legal requirement. Conveys company benefits and maintains all on-site benefit administration and communication, including processing benefit invoices. Maintain Workers Compensation, disability and other leave files and records. Assists with reporting claims to the carriers. Process disability and pfl invoicing. Training & Development: Identify training needs and coordinate professional development programs to enhance employee skills and career growth. Responsible for setting up orientation meetings with various participants, processing welcome package, ensure workspace is ready and processing accesses. Shares responsibility for providing full orientation for new hires Compliance & Legal Adherence: Ensure compliance with federal, state, and local employment laws and regulations, updating policies as necessary to reflect changes in legislation. HR Metrics & Reporting: Utilize HR metrics to monitor trends, assess program effectiveness, and provide actionable insights to leadership for informed decision-making. Responsible for various recruitment processes for all hourly and salary employees, including consulting with the hiring manager on schedules, setting up job requisitions, and coordinating interviews with hiring managers Acts as an advisor to supervisory personnel on employee-related matters (i.e., recruitment, hiring, leaves of absence, attendance, and disciplinary actions). Employee Engagement & Retention: Design and implement initiatives to boost employee engagement, satisfaction, and retention, aligning with organizational objectives.

The Human Resources Manager will assist in planning, directing, and coordinating functions of the department, including employee relations, employee on-boarding and orientation, performance management, staff development, and workforce communications. The Human Resources Manager will oversee the daily workflow of the HR department, manage the day-to-day activities, and provide support and leadership to the HR team for all St. Luke entities including St. Luke Health Services, Bishops Commons, St. Francis Commons and St. Luke Corporation. Duties and Responsibilities: Provide support, leadership and strategies for the Human Resources functions, including: talent acquisition, on-boarding, benefits and payroll. Review all current HR processes, handbook and CBA policies, and work with the VP of HR to implement appropriate changes for efficiency. Build and foster cooperative relationships with other departments, and managers, within the organization to stay informed and abreast of HR issues, new initiatives, and services. Work collaboratively with the Employee Health Nurse and department Supervisors to implement and manage a Workers Compensation program including a successful return-to-work program. Collaborate with the Director of Recruitment and Employee Engagement to develop recruiting strategies to support the achievement of organizational priorities; develop, and implement programs intended to build engagement and increase employee retention. Oversee payroll-processing functions to ensure the timely processing of payroll and provide support to HR Generalist who processes payroll. Serve as backup to payroll as needed. Collaborate with HR Generalist and VP of HR to develop short-term and long-term strategies for continuous improvement in payroll functions. Conduct exit interviews, track and assess statistics and trends related to staff turnover. Assist the VP of HR with disciplinary investigations and the resolution of ongoing employee relations issues. Work with the VP of HR to resolve Union concerns and grievances. Conduct job analysis and market factor studies, analyzing the data to make recommendations for salary, benefit, and classification adjustments as appropriate. Assist in the development and implementation of internal administrative policies and procedures regarding personnel. Oversee general Human Resource functions including supervisor and employee training, on-boarding programs and updating personnel manuals, employee handbooks and documents, as necessary. Serve as liaison for the VP of HR. Other duties as assigned. Required Qualifications: Minimum of 5 years' progressive Human Resources experience, with at least 3 years' experience at the upper management level. Bachelor's degree from a regionally accredited institution. Experience with Union environment highly preferred. Additional Qualifications: Knowledge of and experience across a broad range of human resources disciplines and practices Highly effective written and oral communication and presentation skills Evidence of outstanding cultural competency and sensitivity to all dimensions of diversity in the workplace Extensive knowledge of employment laws and regulations Excellent interpersonal, negotiation, and conflict resolution skills. Demonstrated extraordinary customer service orientation Track record of success in meeting or exceeding established goals Human Resources experience in a unionized environment Strong proficiency with Microsoft Office products and other software programs Excellent listening, interpersonal, communication and problem solving skills. Computer proficiency is required: email, internet, database/spreadsheet, word processing, and web conferencing. Superior accountability skills and the ability to simultaneously manage several issues/initiatives and customers, while ensuring prompt and effective service. The confidence to stress one's professional perspective and the diplomacy to do so in a collaborative and non-threatening manner.

The iconic Marriott Syracuse Downtown is currently seeking a dynamic and experienced Director of Human Resources to lead the Human Resources components and have strategic mindset with strong knowledge in Recruitment and Retention along with succession planning. We offer a competitive salary, along with excellent benefits that are top in the industry, 401k match and bonus potential. At Crescent Hotels & Resorts, we understand what it takes to be a part of something great. We will encourage you to bring your true self to work every day, we will celebrate you and we will cheer you on as you shine bright in your career journey. Whether it be our health & wellness programs, best in class learning and development or our travel discounts that ‘feed your inner explorer', we work hard to create and deliver on what YOU need. We are ready for you to start your journey with us where You Belong. We Care. Shine Bright. At Crescent Hotels & Resorts, we are a team of hospitality professionals that are deeply connected to and proud of the exceptional experiences we provide for our guests. More than that, we know our Associates are the shining stars of what we do! JOB OVERVIEW: Directs and ensures the efficient administration and management of the Human Resources function. To include recruiting, training, wage/benefit administration and compliance with all federal, state and local regulations. Provides guidance and support to management staff and hourly associates. Strong labor relations in a union environment a must for this position. Starting salary is $90K. REPORTS TO: General Manager ESSENTIAL JOB FUNCTIONS: Assist and support management staff with effective recruiting and interviewing techniques to ensure the hiring and retention of qualified associates. Ensure compliance with Crescent hiring practices. Confirm and verify that new and existing associates possess proper employment eligibility documents. Conduct interviews for all management positions. Conduct annual wage comparative survey within competitive set. Ensure compliance of federal, state wage and hour laws and the Fair Labor Standard Act. Conduct all mandatory Crescent training programs. Ensure brand training is completed for brand Quality Assurance audit, if applicable. Assist department managers to ensure on the job training is completed in a timely manner. Coordinate & monitor hourly and management performance evaluation process. Assist department managers in writing annual performance reviews and developing achievable goals. Ensure merit increases are equitable and processed in a timely manner. Support & coordinate all Crescent, human resource initiatives & business practices. Create an atmosphere of being the employer of choice. Ensure compliance with OSHA regulations and Crescent safety training program. Manage all worker compensation and guest liability claims. Assist with the coordination of benefits with Crescent's benefit administrator for new hires, current & terminated associates. Assist associates with requests. Director of Human Resources for FMLA & personal LOA paperwork and coordinates the collection of insurance premium payments. Ensure hotel departments are entering weekly schedules into web-based time keeping software. Provides weekly payroll reports to General Manager and department managers. Assists with processing of weekly/bi-weekly payroll by reviewing department time edits and pay code updates. Reviews & signs off on final pre-transmission report to ensure accuracy of payment for weekly/bi-weekly payroll. Support, engage and guide department managers with the assistance of General Manager to develop a positive learning environment. Assists department managers with associate issues or concerns and developing problem resolution strategies. Manage all labor relations activities and ensure compliance of negotiated union contract(s). Respond to all grievances in writing, negotiate settlements and act as the hotel representative at all arbitration's. Job Requirements MINIMUM QUALIFICATIONS: 5 years' experience as a Director of HR. bachelor's degree in human resources, related field required. SPHR, SHRM -CP or SHRM-SCP preferred. Union and labor relations and training employees experience required. Proven advanced knowledge of employment laws. Proven experience with UKG/UltiPro systems preferred Payroll processing experience. Excellent interpersonal, communication, and problem-solving skills. Ability to work in a fast-paced, luxury hospitality environment. Ability to read, write and speak the English language fluently.

Raymour & Flanigan, a leading furniture retailer in the North East, is seeking an experienced, full-time, multi-unit Human Resource professional. If you have a passion for people, principles and perspective and are a competent self-starter, consider a career with Raymour & Flanigan, where you can grow, contribute at the highest level, and be a part of a dynamic company. At Raymour & Flanigan our multi-unit Human Resources Business Partner (HRBP) position is responsible for aligning business objectives with associates and management that includes a warehouse facility, retail showroom locations within the Syracuse, NY area, and our headquarters (known as campus). The HRBP formulates partnerships across the HR function to deliver value-added service to management and associates that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about their Region, its culture and its competition. Culture and Engagement * Assists in creating change plans, secures commitment to change, and coaches leaders on their role in the change * Works with leaders to share best practices across the Region for recognition of extraordinary results and performance * Exercises a high degree of confidentiality with sensitive information * Act as a strategic business partner to develop and execute talent strategies to improve associate engagement, leader effectiveness, and performance. * Understands company strategies and goals, how individual work contributes to success, and helps transfer this understanding to Associates * Daily travel to and between locations within Region required to effectively support the business. * Owns assigned HR initiatives and champion change adoption in Region Compliance * Partners with Leadership to stay aware of Associate concerns and address issues in a timely manner * Conducts investigations by asking probing questions to determine action needed * Facilitates mediation by asking insightful questions, listening to understand, and providing appropriate feedback to achieve resolution or improvement * Works with Leadership to reviews Associate issues and makes recommendations (e.g., discipline, terminations, etc.) based on Associate performance and/or behaviors * Utilizes exceptional interpersonal skills to advise, coach, and counsel Associates * Delivers difficult and / or complex messages and determines the appropriate communication channels for these messages * Enforces company policies and procedures, facilitating Associate and Manager understanding of them * Maintains and utilizes knowledge of local and federal regulations to manage Human Resources policies and procedures HR systems and Processes * Support Benefits, Payroll, Risk Management and Best Practice teams by implementing special projects and programs as needed * Updates Associate information in ADP and other systems and maintains associate-related files * Partner with Recruiting to ensure all employment needs are met in the assigned region * Generate reports as needed or requested Total Rewards * Leads the annual benefits open enrollment process and Wellness programs, as applicable * Work with Leadership on associate recognition programs * Reviews complex FMLA, ADA, Leave of Absence requests and engages in the interactive process to determine best resolution Qualifications: * Minimum of three (3) years experience in a HR generalist/business partner position * Bachelor's degree in Human Resources or related field * Strong federal and state employment law knowledge * Strong associate relations and union avoidance background * Outstanding interpersonal skills, with a coaching and consultative approach to problem solving * High performance professional and independent self-starter with excellent organizational and prioritizing skills with the initiative to seek challenges and strive for continuous improvement * A passion for excellence and the ability to build influence with management teams and associates at all levels of the organization * The ability to excel in a fast paced, progressive environment * Flexibility with work schedule and ability to travel based on business needs * Excellent computer proficiency along with exceptional written and verbal communication skills. Preferred Qualifications: * PHR Certification * Training and facilitation background * Prior experience in a retail environment At Raymour & Flanigan, we recognize and appreciate all of our team members' hard work and dedication. We pride ourselves on being a long term, privately held company that takes care of its associates by recognizing each individual's potential and investing in their future success! Raymour & Flanigan proudly supports a drug and smoke free work environment. Raymour & Flanigan is an Equal Employment Opportunity employer that does not discriminate against any associate or applicant on the basis of race, creed, color, religion, sex (including pregnancy), age, national origin, physical or mental disability, sexual orientation, marital or familial status, genetic information or other basis protected by law.

Job Description The Human Resources Manager will assist in planning, directing, and coordinating functions of the department, including employee relations, employee on-boarding and orientation, performance management, staff development, and workforce communications. The Human Resources Manager will oversee the daily workflow of the HR department, manage the day-to-day activities, and provide support and leadership to the HR team for all St. Luke entities including St. Luke Health Services, Bishops Commons, St. Francis Commons and St. Luke Corporation. Duties and Responsibilities: Provide support, leadership and strategies for the Human Resources functions, including: talent acquisition, on-boarding, benefits and payroll. Review all current HR processes, handbook and CBA policies, and work with the VP of HR to implement appropriate changes for efficiency. Build and foster cooperative relationships with other departments, and managers, within the organization to stay informed and abreast of HR issues, new initiatives, and services. Work collaboratively with the Employee Health Nurse and department Supervisors to implement and manage a Workers Compensation program including a successful return-to-work program. Collaborate with the Director of Recruitment and Employee Engagement to develop recruiting strategies to support the achievement of organizational priorities; develop, and implement programs intended to build engagement and increase employee retention. Oversee payroll-processing functions to ensure the timely processing of payroll and provide support to HR Generalist who processes payroll. Serve as backup to payroll as needed. Collaborate with HR Generalist and VP of HR to develop short-term and long-term strategies for continuous improvement in payroll functions. Conduct exit interviews, track and assess statistics and trends related to staff turnover. Assist the VP of HR with disciplinary investigations and the resolution of ongoing employee relations issues. Work with the VP of HR to resolve Union concerns and grievances. Conduct job analysis and market factor studies, analyzing the data to make recommendations for salary, benefit, and classification adjustments as appropriate. Assist in the development and implementation of internal administrative policies and procedures regarding personnel. Oversee general Human Resource functions including supervisor and employee training, on-boarding programs and updating personnel manuals, employee handbooks and documents, as necessary. Serve as liaison for the VP of HR. Other duties as assigned. Required Qualifications: Minimum of 5 years' progressive Human Resources experience, with at least 3 years' experience at the upper management level. Bachelor's degree from a regionally accredited institution. Experience with Union environment highly preferred. Additional Qualifications: Knowledge of and experience across a broad range of human resources disciplines and practices Highly effective written and oral communication and presentation skills Evidence of outstanding cultural competency and sensitivity to all dimensions of diversity in the workplace Extensive knowledge of employment laws and regulations Excellent interpersonal, negotiation, and conflict resolution skills. Demonstrated extraordinary customer service orientation Track record of success in meeting or exceeding established goals Human Resources experience in a unionized environment Strong proficiency with Microsoft Office products and other software programs Excellent listening, interpersonal, communication and problem solving skills. Computer proficiency is required: email, internet, database/spreadsheet, word processing, and web conferencing. Superior accountability skills and the ability to simultaneously manage several issues/initiatives and customers, while ensuring prompt and effective service. The confidence to stress one's professional perspective and the diplomacy to do so in a collaborative and non-threatening manner.

About Advanced Atomization Technologies Advanced Atomization Technologies (AA TECH) is a joint venture between Parker Aerospace and GE Aerospace, created to produce and support advanced fuel nozzles and related products for current and future commercial engine platforms, including aerospace and aero-derivative engines. The highly skilled and experienced team of AA TECH employees is expert in design, assembly, testing, and aftermarket support, providing our customers with a world-class product and support experience. AA TECH offers a comprehensive and competitive compensation and benefits package, including: Variable Incentive Plan (Bonus Eligibility) Health, Dental, and Vision Insurance with HSA Company Contribution 401k Plan with Employer Match Tuition Reimbursement 11 Paid Holidays Vacation Accrual Flexible Work Schedules for Most Positions Position Summary: The HR Partner supports team members and managers at a manufacturing facility of approximately 400 employees. This role helps develop, implement, and execute HR strategy for Advanced Atomization Technologies and serves as the first point of contact for employee and manager inquiries. The HR Partner provides coaching, drives HR processes, and leads HR-related projects to improve employee experience and operational effectiveness. Key Responsibilities: Provide guidance/expertise regarding talent acquisition, employee relations, performance management, compliance/policy, and other related areas. Serve in a balanced employee/management advocacy role. Earns trust and respect of team members and leaders. Is actively visible andaccessible to all team members. Employee Relations: Conduct investigations, provide one-on-one coaching, handle progressive discipline and performance management issues, and recommendpersonnel actions. Responsible for the separations process, including exit interviews. Provides oversight for recruiting strategies and ensures staffing is appropriate Organizational Development & Employee Communications: May participate in training needs assessments, provide input on priorities and overall recommendations, and conduct training based onneed. Manage employee performance review system. Ensure alignment with Company values. Calibrate performance management ensuring consistency across Company. Identify underperforming employees. Work with managers to create development plans. Identify skill gaps potentially created by flight risks/retirements. Work with managers to create succession planning. Compliance, Policy & Procedure Identify the need for new or revised HR administrative policies and create efficient processes to streamline or improve accuracy; coordinate and communicate policy revisions, implementation, and rollout. Interpret policy and review personnel actions or decisions to ensure compliance with federal, state, and local legislation, and reducepotential company liability. Advise management on appropriate actions. Compensation: Advise and educate on compensation assessment, planning and classification. Identify and develop recommendations to address wage competitiveness and/or equity Develop communication and training on compensation, career development, and performance management topics for team leaders and teammembers. Required Qualifications: Knowledge, Skills and Abilities: Excellent problem identification, resolution, and project management skills. Demonstrated ability to propose, initiate and handle workload of diverse scope and complexity, establish goals and objectives, and manage projects to completion. Ability to provide oversight for other team members - will supervise others Excellent written, verbal and presentation communication skills. Strong interpersonal and leadership skills, with proven ability to work in a collaborative, teaming environment, influence others, and lead initiatives with impact. May be required to work flexible hours in order to support the needs of the business' 2nd or 3rd shifts Education and Experience: 10+ years' progressive experience as an HR Generalist including talent acquisition, full-cycle recruiting, employee relations, compensation, training & development, new hire orientation, affirmative action, policy development and HRIS. Thorough knowledge of human resources principles, industry practices and regulations. Bachelor's degree from an accredited university or college, preferably in Human Resources, Business, or related field. Desired Qualifications: PHR or SHRM-CP Certification preferred Due to the Company's military contractor status, the applicant must be a U.S. citizen or a permanent resident of the United States, and must provide evidence of citizenship or immigration status upon applying for the position. Advanced Atomization Technologies, LLC is an equal opportunity employer and gives consideration for employment to qualified applicants without regard to race, color, religion, sex, sexual orientation, age, national origin, disability, protected veteran status, or any other consideration made unlawful by federal, state or local laws. ("Minority/Female/Disability/Veteran/VEVRAA Federal Contractor”).

Community Options, Inc. is a national non-profit agency providing services to individuals with disabilities in 12 states. We are Now Hiring Full-Time Employment Manager in Syracuse, NY to provide person-centered care tailored to meet the needs of individuals with intellectual and developmental disabilities. The Employment Manager develops appropriate employment opportunities geared towards all levels and needs for people with disabilities. This position is responsible for the development and implementation of the employment program both programmatically and fiscally, ensuring financial goals are met. This position will work collaboratively with other programs, and ensure the employment goals for the individuals supported are met. Responsibilities Manage and coordinate community-based vocational and employment programs Supervise, evaluate, and provide direct support to employment specialists Oversee the development of employment and volunteer opportunities for persons with disabilities Coordinate entrepreneurial business ventures involving persons with disabilities Responsible for contract disbursements for community-based programs Assist with contract procurement as required Network with business leaders in the community to increase employment opportunities for persons with disabilities Coordinate contract requirements relative to vocational and employment activities with the appropriate agencies Assist with grant development for vocational and employment programs Participate and assist in the continued development of the Company's Business Advisory Council (COBAC) Maintain and follow all regulations with regards to wage and hour and other regulatory agencies Recruit and screen candidates, and assist with training as necessary Establish a method of job placement that includes a survey of potential job openings and facilitate interviews with potential employers and participants Establish internships for people with disabilities with potential employers Generate a mentoring program for participants through members of the business advisory council Perform all duties necessary, in compliance with state approved objectives for Home and Community-Based Services (HCS) Report program status to the Executive Director on a regular basis Attend conferences, seminars, and training as needed Other duties as assigned by the Executive Director Employees must cooperate with the licensee and department staff in any inspection, inquiry or investigation Minimum Requirements BA or BS in related field with one-year experience working with people with disabilities in an integrated employment setting; or high school diploma or equivalent with three years' experience working with people with disabilities in an integrated employment setting Excellent interpersonal and communication skills Knowledge of Microsoft Office Ability to patiently impart knowledge to others Ability to aid in the training of people with disabilities on the required curriculum Ability to effectively work under pressure, meet deadlines, and provide multiple supports to multiple participants Ability to maintain effective relationships with other management staff, employees, and the general public, demonstrating sensitivity to corporate needs, employee goodwill, and the Company's public image Ability to present facts and recommendations effectively in oral and written form Excellent time management skills and ability to prioritize Ability to handle multiple tasks simultaneously. Working Conditions While performing the duties of the job, employee travels by automobile, and is exposed to changing weather conditions Transports participants in own vehicle Why Community Options? Competitive Insurance Benefits (Medical, Dental, Vision) Paid Holidays-Including a Birthday Holiday Generous PTO Employee Incentive & Discount Programs 403b Retirement Plan Incredible career growth opportunities Send Resumes to: ************************* Community Options is an Equal Opportunity Employer M/F/D/V

Gorbel's mission is simple: We improve people's lives. That mission guides everything we do, from the products and service we provide to our outside customers to the work environment we foster for our employees. We are a manufacturer of material handling and fall protection products for the production and warehouse/distribution sectors. We're on the cutting edge of manufacturing and distribution; a thriving, growing company that is constantly seeking out new ways to innovate and elevate our products and our processes - and we're looking for people like you to join us in that mission. We're currently hiring for open positions in the US and Canada. We operate in Canada as Engineered Lifting Systems and Equipment (ELS)/DBA Gorbel Canada, and subsequent communication related to Canadian positions may show the ELS name. You may be contacted by phone by recruitment personnel based in either Canada or New York. Work Shift: First Shift (United States of America) Job Description: The Manager, Talent Acquisition & Retention will drive programs to improve employee experience, belonging, engagement and ultimately retention across the organization as Gorbel strives to be an Employer of Choice. Directly manages and coaches Staffing Specialist Team. Specific Duties: Talent Acquisition: Develops and establishes recruitment strategies, processes, procedures, and recognition programs while managing Gorbel's recruitment services across US locations. Serve as an advisor and functional expert to Hiring Managers regarding talent acquisition and creating recruitment strategies for openings in difficult to fill areas. Lead for reporting employment metrics, affirmative action reporting, recruiting forecast and strategies. Serves as the Workday Recruitment Administrator and a member of the Workday Governance Committee. As an Administrator of the Workday HCM system, ensure that the Workday applicant tracking system is properly maintained, evaluating ways to optimize the Workday system to increase efficiencies and user adoption. Ensure consistent, professional, personable, and timely communication is maintained with candidates throughout the recruitment process. Develop training on hiring best practices, including mitigating biases for hiring, for hiring managers and interviewers. Primary point of contact for vendors that support recruitment and onboarding. Directly manages and coaches the Staffing Specialist Team. Implements talent programs, such as internships and referral programs to cultivate a robust talent pipeline. Supports and participants in events that create visibility of Gorbel's Employer Brand in the community. Creates and manages the recruitment budget. Ensure compliance with all applicable legal and regulatory requirements. Retention: Accesses feedback given by employees during exit interviews and employee engagement surveys, for trends and document the motivating factors for candidates in the hiring process to make informed recommendations for activities to improve employee relations and satisfaction. Responsible to execute and report out Turnover analysis for the organization. Strategize with hiring managers on retention plans Referencing Gorbel' s Employer Brand Strategy as a guide, create collateral to share with internal staff and prospective candidates Perform other related duties and various special projects as required and assigned. Job Qualifications: Required Bachelor's degree in Business, Human Resources or equivalent required. Minimum 5 years Human Resource experience, including supervisory experience. Current knowledge of applicable governmental regulations. Vision-setting to strategize recruitment and retention initiative. Problem-solving skills, interested in taking on challenges and creating solutions for recruitment and retention Demonstrates a growth mindset, seeing challenges as opportunities to learn and grow. Encourages continuous individual, cross-departmental, and group learning. Understands the value and importance of best practices in recruitment and retention and is committed to continued growth in this area. Proficiency in MS Office applications essential (Excel, PowerPoint and Word skills) Excellent communication skills required (both verbal and written) Independent judgment and demonstrated ability to work with minimum supervision Demonstrated ability to prioritize and manage multiple projects Travel requirement: 5% required Preferred Prior experience with WorkDay reporting, developing and monitoring HR metrics Experience with effective use of Social Media tools Prior experience with salary grades/compensation structures helpful PHR or SPHR certification Core Competencies to be Successful: The ability to give effective, and timely, feedback Interpersonal/Influence/Negotiation skills Business Acumen Integrity and trust Action Orientation; Follow Through Emotional capacity Customer/Quality focus Effective Presentation/Communication skills Work Environment: ADA Physical/Mental/Workplace Requirements Occasional lifting up to 25 lbs. Sitting, working at desk/personal computer for extended periods of time Primary work environment is professional corporate office Ability to travel commercially and internationally. Gorbel is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, disability or handicap, gender, gender identity, marital status, veteran status, sexual orientation, genetic information, arrest record, or any other characteristic protected by applicable federal, state or local laws. Gorbel is also committed to providing reasonable accommodations to qualified individuals so that an individual can perform their job related duties. If you are interested in applying for an employment opportunity and require special assistance or an accommodation to apply due to a disability, please contact us at ************. The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. At Gorbel, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is: Min $104,440.00 - Max 156,660.00

Preferred Qualifications Experience and knowledge of Banner and PeopleAdmin or comparable human resources information systems/ software is preferred. Report writing experience preferred. Work Schedule Weekdays

Job Type: Full-Time, 12-Month Mohawk Valley Community College provides accessible, high-quality educational opportunities to meet the diverse needs of our students. We are the community's college, committed to student success through partnerships, transfer and career pathways, and personal enrichment. The College is looking for exceptional colleagues to join the MVCC community. We are currently seeking an Associate Director of Human Resources for Employment and Compensation in our Office of Human Resources. The Associate Director of Human Resources for Employment and Compensation provides leadership for the College's employment, classification, and compensation functions. This position oversees development and updates, the recruitment and hiring process, onboarding oversight, performance evaluation cycles, compensation placement and equity, and employment-related compliance. The Associate Director ensures consistency with college policy, collective bargaining agreements, and applicable federal and state laws. The role supervises staff responsible for recruitment, employment processing, and personnel transactions, ensures accuracy of personnel documentation, and supports labor relations and negotiations preparation. Key responsibilities for this position include: * Oversees the development, review, and updating of s; ensure alignment with classification structures, FLSA compliance, and organizational needs. * Oversees onboarding processes and reviews/approves personnel actions, onboarding documentation, and employment transactions to ensure accuracy, compliance, and timely HRIS/Banner entry. * Provides guidance to supervisors throughout the hiring process, ensuring compliance with College policy, civil service rules (when applicable), and collective bargaining agreements. * Serves as the College's point of contact for employment classification decisions and job analysis. Provides leadership and support for the recruitment process, including full-time, part-time, adjunct, and temporary positions. * Serves as the HR functional administrator for the applicant tracking system (ATS), including maintaining system configurations, forms, workflows, posting templates, automated communications, user permissions, and system updates; troubleshoot system issues and coordinate with the vendor as needed. * Ensures searches are conducted equitably and consistently across the institution. * Coordinates with the HR Generalist and HR Assistants to ensure new hire documentation, status changes, and separations are completed correctly and in compliance with college requirements. * Manages the setup, configuration, and ongoing updates to the College's performance evaluation system, including evaluation templates, workflows, timelines, and supervisor training; ensure consistent and compliant use across the institution. * Manages employee probationary periods, annual performance evaluation processes, and ongoing performance feedback cycles. * Oversees procedures for employment renewals, promotion, continuing appointment, and career appointment; ensure compliance with policy and CBA requirements. * Serves as the back-up investigator or note-taker for employee relations matters, including workplace complaints or policy violations, in coordination with the Associate Director of Benefits & Labor Relations. * Oversee the College's compensation practices, salary structures, and placement guidelines; advise on salary placement and compensation-related inquiries; and ensure compensation decisions are applied consistently, fairly, and in alignment with internal equity and collective bargaining agreements. * Prepares compensation analyses and employment-related data to support collective bargaining, including costing models, salary placement comparisons, and documentation needed for negotiations, arbitrations, mediations, and grievances. * Reviews and approves Board of Trustees resolutions, appointment letters, and personnel documentation for accuracy prior to submission. * Oversees unemployment claims processing and serve as HR's representative for unemployment hearings as needed. * Conducts exit interviews, analyzes trends, and reports findings to leadership. Produces employment-related reports, including retention, turnover, and workforce analytics. * Initiates and prepares institutional, state, and federal reports utilizing human resources data, ensuring accuracy, timely submission, and effective use of available HRIS and reporting tools. * Reviews, recommends, and implements employment and compensation procedures and related policy updates to ensure adherence to college policy, collective bargaining agreements, County and Civil Service rules, and applicable federal, state, and local laws, and to promote equity and institutional effectiveness. * Develops and delivers training for supervisors and employees on employment practices, performance evaluation processes, s, and classification and compensation procedures. * Supports a diverse and inclusive workforce by maintaining fair, equitable, and objective employment and compensation systems and processes. * Supervises HR staff, providing direction, training, workload management, and performance feedback. * Supports cross-training within the HR team and contributes to process improvement initiatives. * Other duties as assigned by the Executive Director of Human Resources. Work schedule: Monday - Friday, 8:30am - 4:30pm Hours per week: 35 Qualifications: Required Qualifications: * Bachelor's degree * Minimum of five (5) years of human resources experience, including significant responsibility in employment, classification, or compensation * Demonstrated knowledge of state and federal employment laws, FLSA, and compensation systems * Experience managing performance evaluation processes and advising supervisors on employment practices. * Experience with HRIS and reporting systems * Strong analytical, organizational, and problem-solving skills, including the ability to interpret HR data and develop recommendations * Effective written and verbal communication skills * Ability to handle sensitive and confidential information with discretion Preferred Qualifications: * Master's degree in human resources, business, public administration, or related field * Experience supervising professional and/or support staff * Human resources experience in higher education and/or the public sector * Experience preparing employment or compensation data for negotiations, budgeting, or strategic planning * Experience interpreting and applying collective bargaining agreements Additional Information: * Visa sponsorship is not available for this position. If you currently need sponsorship or will need it in the future to maintain employment authorization, you do not meet eligibility requirements. * Offers of employment are contingent upon the successful completion of a background check. We encourage applicants who meet the minimum qualifications and have transferable skills to apply. If you have related experience that may not align perfectly with the job description, we'd still like to hear from you. To learn more about MVCC, our culture, and employee benefits, please visit: *********************************** Special Instructions to Applicants: Official academic transcripts required upon hire. Salary: $72,000 For full consideration, apply by: 2/9/2026 Mohawk Valley Community College is an Affirmative Action, Equal Opportunity Employer deeply committed to a community of excellence, equity, and diversity. MVCC maintains an inclusive learning environment in which students, faculty, administrators, staff, curriculum, social activities, governance, and all other aspects of campus life reflect a diverse, multi-cultural, and global worldview. We value the many similarities and differences among individuals and groups. We are committed to preparing students to understand, live among, appreciate, and work in a world made up of people with different ethnic and racial backgrounds, military backgrounds, religious beliefs, socio-economic status, cultural traditions, different abilities, sexual orientations and gender identities. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran status or on the basis of disability.