Human resources business partner jobs in Totowa, NJ - 540 jobs

Job Title: Human Resources Business Partner Employment Status: Full-time, Exempt Department: Human Resources Reports To: Senior Vice President, Human Resources based in Brooklyn, NY (3 days/week in office) Summary The Brooklyn Navy Yard Development Corporation (BNYDC) is a not-for-profit corporation that serves as the real estate developer and property manager of the Yard on behalf of its owner, the City of New York. BNYDC strives to provide an environment in which innovative companies can take root and grow. The Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to department leaders, aligning people strategies with organizational goals. This manager-level role provides both strategic and hands-on HR support in the areas of performance management, employee and labor relations, workforce planning, and organizational effectiveness. They play a key role in fostering a positive, equitable, and high-performance culture at BNYDC. This role serves as the primary liaison between the organization and its union partners, and supervises one direct report; Senior Coordinator, Employee Engagement. The HRBP will partner closely with the SVP of Human Resources & Director of Talent & Organizational Development to align initiatives that strengthen leadership capacity, employee engagement, and retention. Areas of Responsibility Partner with department heads to understand business objectives and design people strategies that align with organizational goals Act as the primary point of contact for employees seeking assistance on workplace issues, concerns, and conflicts Coach managers on all aspects of performance management including: Drafting and refining performance reviews, counseling documents, and written corrective actions Designing and monitoring Performance Improvement Plans (PIPs) and guiding managers through performance conversations Lead employee investigations, ensuring objective, thorough, and compliant handling of complaints and workplace concerns Provide expert guidance on disciplinary actions, ensuring consistency, fairness, and adherence to employment law, company policy, and/or labor agreements Build manager capability by training supervisors on feedback delivery, documentation, and performance conversations Serve as the primary liaison between the organization and its union partners Manage grievance process, facilitate labor-management discussions, and support contract interpretation Lead the Engagement Committee, facilitating discussions that identify challenges and opportunities related to morale and organizational effectiveness; translate committee feedback into actionable recommendations to drive improvements Lead organization-wide engagement initiatives, including surveys, feedback mechanisms, and action planning Champion initiatives that enhance inclusion, belonging, and employee voice s Supervisor the Sr. Coordinator, Employee Engagement, providing ongoing mentorship and professional development Partner with the SVP and Director, Talent & Organizational Development, to identify and address leadership development needs; support learning, training, and talent initiatives and provide insights from to inform development and succession planning strategies Leverage HR data and analytics to identify workforce trends and inform decision-making Interpret and apply employment laws, collective bargaining agreements, and internal policies to ensure compliance and mitigate risk; contribute to ongoing review and improvement of HR policies, processes, and documentation standards The above duties and responsibilities are not intended to limit specific duties and responsibilities of this position. It is not intended to limit in any way the authority of supervisors to assign, direct and control the work of employees under their supervision. Required Skills and Abilities Strong interpersonal and relationship-building skills with the ability to influence outcomes, and partner effectively across all organizational levels Deep expertise in employee relations issues with sound judgment and professionalism Demonstrated commitment to equity, inclusion, and organizational culture In-depth knowledge of employment laws, regulations, and HR industry best practices Exceptional written, verbal, and presentation skills Strong quantitative and analytical skills with the ability to collect and analyze critical HR data, build reports, and use insights to inform strategy Proactive, solutions-oriented mindset. Able to balance strategic vision with operational execution Comfort navigating ambiguity in a dynamic organizational environment Strong organization and project management skills Ability to maintain strict confidentiality and exercise sound judgement Proficiency in Microsoft Office (Word, Excel, Outlook, PowerPoint) Qualifications Bachelor's degree in Resources, Business Administration, or related field 5+ years of progressive HR experience, with 3+ years in an HRBP or HR management capacity supporting organizational leadership Demonstrated experience managing performance management processes, including coaching leaders, drafting corrective actions and PIPs, and conducting investigations Prior experience as a people manager / team leader strongly preferred Experience working in a unionized environment, non-profit sector, and/or for mission-driven organizations preferred Experience supporting organizational change, restructuring, or culture initiatives preferred BNYDC is an Equal Opportunity Employer. All applicants will be considered for employment without regard to race, color, religion, creed, sex (including actual or perceived sex, gender, gender identity, self-image, appearance, behavior or expression) sexual orientation, genetic trait, actual or perceived status of a victim of domestic violence, or as victim of sex offenses or stalking, unemployment status, age, ancestry, national origin, citizenship status, marital or domestic partnership status, military status, handicap, disability, or any other legally protected classification. BNYDC is proud to offer a comprehensive benefits package for eligible employees. Some of the highlights include: Employer-funded pension plan, with annual contributions up to 14% of your salary Medical, dental, and vision coverage options starting Day 1 of employment Annual HRA (health reimbursement arrangement) of $6,000 to cover out-of-pocket medical & mental health expenses Employer-funded Basic Life/AD&D coverage 12 weeks paid parental leave Teledoc & TotalCare EAP memberships Transit/Commuter & Let's Ride NYC (Citi Bike) benefits Discounted pet insurance through MetLife 4 weeks of PTO, additional paid sick leave #J-18808-Ljbffr

ASSOCIATE DIRECTOR OF HR TECHNOLOGY page is loaded## ASSOCIATE DIRECTOR OF HR TECHNOLOGYlocations: 4 Executive Boulevardtime type: Full timeposted on: Posted 6 Days Agojob requisition id: JR227341**City/State:**Yonkers, New York**Grant Funded:**No**Department:**HRIS - Workforce Technology**Work Shift:**Day**Work Days:**MON-FRI**Scheduled Hours:**9 AM-5 PM**Scheduled Daily Hours:**7.5 HOURS**Pay Range:**$160,000.00-$200,000.00We are seeking an experienced Associate Director of HR Technology to lead the strategy, governance, and optimization of Workday Analytics and Security. This role will oversee the design and delivery of advanced reporting and analytics solutions, manage security frameworks to safeguard sensitive HR and payroll data, and ensure compliance with audit and privacy standards.This is a strategic and hands-on role for someone who excels in aligning HR technology with business goals, driving adoption of Workday capabilities, and enabling data-driven decision-making across the organization. **Requirements*** Lead Workday Analytics & Security strategy, governance, and compliance.* Deliver advanced reporting & analytics solutions (dashboards, composite reports, Prism, Discovery Boards).* Administer Workday security frameworks, roles, and audit controls.* Partner with HR, IT, Finance, and Audit to design scalable, secure solutions.* Provide leadership and coaching to HR Technology team members.**Skills Needed*** Bachelors degree required* 10-12 years in HR technology, including 4-6 years in Workday HCM.* Strong expertise in Workday Core HCM, Security Administration, and Reporting/Analytics.* Proven experience with Workday security frameworks, governance, and compliance (HIPAA, SOC, SOX).* Background in HR data governance, analytics, and external tools (Tableau, Power BI, Snowflake).* Leadership experience managing HR tech teams, projects, and stakeholders.* Familiarity with Agile methods, Workday implementations, upgrades, and vendor management.Montefiore Medical Center is an equal employment opportunity employer. Montefiore Medical Center will recruit, hire, train, transfer, promote, layoff and discharge associates in all job classifications without regard to their race, color, religion, creed, national origin, alienage or citizenship status, age, gender, actual or presumed disability, history of disability, sexual orientation, gender identity, gender expression, genetic predisposition or carrier status, pregnancy, military status, marital status, or partnership status, or any other characteristic protected by law.### EMPLOYEE BENEFITSAn assortment of insurance products and discount programs through Voluntary Benefits.Check out our comprehensive available to you when you join our outstanding team! #J-18808-Ljbffr

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

New York, NY, San Francisco, CA, or Los Angeles, CA Responsibilities The Senior HR Systems Analyst takes a lead role in analysis, reporting, and project management for HR Systems, including Workday, Taleo, and iCIMS. Develop Definition of Business Requirements and Specifications. Prepare Fit-Gap Analysis with key resources which might include: Workday, Firm IT, and functional experts in Compensation, Benefits, Recruiting, and Talent Development. Recommend changes to business process to increase efficiency and continue to develop HR Systems. Complete system setup and configuration. Ensure that configuration is able to be maintained with ease. Work with key resources on needed data conversions, data cleanup, and auditing. Set up and administer user security associated with new or changed functionality. Develop, test, and document custom reports and exports to support new or changed functionality. Provide testing support. Develop test plans and scripts; execute test cycles, document/verify results, and resolve issues. Develop system and user documentation and other training material as necessary. Develop integration workflows, mapping data fields, and implementing data transformation processes to ensure compatibility and consistency across systems. Provide production and system administration support for current HR systems environment. Qualifications Bachelor's Degree required. 5+ years of related experience, or equivalent combination of education and experience. Prior HR Systems implementation and/or production support experience. Workday HCM experience required. Working knowledge of ad hoc report writing tools, with practical experience in developing custom reports and exports. Previous spreadsheet, database or file management system experience preferred (Excel, Access). Strong sense of accountability, taking ownership over projects and responsibilities and resolving issues proactively with minimal supervision or by following broad guidelines. Advanced analytical and information gathering skills; ability to evaluate and prioritize extensive, detailed data. Including the ability to anticipate issues and outcomes, and make effective decisions. Strong written and verbal communication skills; ability to present complex ideas succinctly and clearly. Includes the ability to communicate credibly and diplomatically with all levels in an organization. Creative problem solving skills and ability to think beyond the task or project at hand, including applying big picture understanding to decision making. Ability to manage multiple requests, assess priorities, and achieve solutions under deadlines. Includes strong organizational skills with the ability to organize time, prioritize workload and information effectively, and work independently. Benefits Firm offers a comprehensive benefits package starting on your first day. A variety of options for medical, dental, vision, life and disability coverage to meet the needs of you and your family. Industry-leading parental leave and family benefits including adoption and fertility treatment options and backup child and elder care. Global wellness program, including free access to Talkspace and Calm apps. Annual community service day to make an impact on your community and a birthday holiday just for fun. Education reimbursement annually. Dedicated Talent Development team. Competitive annual profit‑sharing contribution. Where required by law, salary ranges are stated below. Additional compensation may include a discretionary bonus, overtime as applicable, health/welfare benefits, retirement contributions, paid holidays, and PTO. The range displayed is specifically for positions performed in those cities/states and may vary based on factors including but not limited to the following: local market data and ranges; an applicant's skills and prior relevant experience; and certain degrees, licensing, and certifications. New York, San Francisco salary range: $116,000.00-$162,000.00, plus bonus #LI-Hybrid Salary: $116,000.00-$162,000.00, plus bonus Date Active: 8.28.2025 Exempt/Not Exempt: Exempt #J-18808-Ljbffr

ASSOCIATE DIRECTOR OF HR TECHNOLOGY page is loaded## ASSOCIATE DIRECTOR OF HR TECHNOLOGYlocations: 4 Executive Boulevardtime type: Full timeposted on: Posted Todayjob requisition id: JR227341**City/State:**Yonkers, New York**Grant Funded:**No**Department:**HRIS - Workforce Technology**Work Shift:**Day**Work Days:**MON-FRI**Scheduled Hours:**9 AM-5 PM**Scheduled Daily Hours:**7.5 HOURS**Pay Range:**$160,000.00-$200,000.00We are seeking an experienced Associate Director of HR Technology to lead the strategy, governance, and optimization of Workday Analytics and Security. This role will oversee the design and delivery of advanced reporting and analytics solutions, manage security frameworks to safeguard sensitive HR and payroll data, and ensure compliance with audit and privacy standards.This is a strategic and hands-on role for someone who excels in aligning HR technology with business goals, driving adoption of Workday capabilities, and enabling data-driven decision-making across the organization. **Requirements*** Lead Workday Analytics & Security strategy, governance, and compliance.* Deliver advanced reporting & analytics solutions (dashboards, composite reports, Prism, Discovery Boards).* Administer Workday security frameworks, roles, and audit controls.* Partner with HR, IT, Finance, and Audit to design scalable, secure solutions.* Provide leadership and coaching to HR Technology team members.**Skills Needed*** 10-12 years in HR technology, including 4-6 years in Workday HCM.* Strong expertise in Workday Core HCM, Security Administration, and Reporting/Analytics.* Proven experience with Workday security frameworks, governance, and compliance (HIPAA, SOC, SOX).* Background in HR data governance, analytics, and external tools (Tableau, Power BI, Snowflake).* Leadership experience managing HR tech teams, projects, and stakeholders.* Familiarity with Agile methods, Workday implementations, upgrades, and vendor management.Montefiore Medical Center is an equal employment opportunity employer. Montefiore Medical Center will recruit, hire, train, transfer, promote, layoff and discharge associates in all job classifications without regard to their race, color, religion, creed, national origin, alienage or citizenship status, age, gender, actual or presumed disability, history of disability, sexual orientation, gender identity, gender expression, genetic predisposition or carrier status, pregnancy, military status, marital status, or partnership status, or any other characteristic protected by law.### EMPLOYEE BENEFITSAn assortment of insurance products and discount programs through Voluntary Benefits.Check out our comprehensive available to you when you join our outstanding team! #J-18808-Ljbffr

Introduction To heal, to teach, to discover and to advance the health of the communities we serve. To learn more about the “Montefiore Difference” - who we are at Montefiore and all that we have to offer our associates, please click here. Overview We are seeking an experienced Associate Director of HR Technology to lead the strategy, governance, and optimization of Workday Analytics and Security. This role will oversee the design and delivery of advanced reporting and analytics solutions, manage security frameworks to safeguard sensitive HR and payroll data, and ensure compliance with audit and privacy standards. This is a strategic and hands‑on role for someone who excels in aligning HR technology with business goals, driving adoption of Workday capabilities, and enabling data‑driven decision‑making across the organization. Responsibilities Lead Workday Analytics & Security strategy, governance, and compliance. Deliver advanced reporting & analytics solutions (dashboards, composite reports, Prism, Discovery Boards). Administer Workday security frameworks, roles, and audit controls. Partner with HR, IT, Finance, and Audit to design scalable, secure solutions. Provide leadership and coaching to HR Technology team members. Requirements Bachelor's degree required. 10-12 years in HR technology, including 4-6 years in Workday HCM. Strong expertise in Workday Core HCM, Security Administration, and Reporting/Analytics. Proven experience with Workday security frameworks, governance, and compliance (HIPAA, SOC, SOX). Background in HR data governance, analytics, and external tools (Tableau, Power BI, Snowflake). Leadership experience managing HR tech teams, projects, and stakeholders. Familiarity with Agile methods, Workday implementations, upgrades, and vendor management. #J-18808-Ljbffr

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

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

A global leader in port operations and logistics is undergoing a major, multi-billion-dollar expansion at its high-volume terminal located in Elizabeth, NJ. This site is entering a transformative phase that will shape the future of one of the most critical logistics hubs in North America-making it an exciting time to join the team. The organization is committed to safety, performance, and creating a workplace where people thrive. If you're passionate about HR and want to make a meaningful impact in a complex, fast-paced, global environment, this role is an excellent fit. Hybrid 4 days/week onsite in Elizabeth, NJ As an HR Specialist, you will serve as a trusted advisor to terminal leadership, supporting performance, engagement, compliance, and development initiatives. You'll help implement HR strategies locally, elevate the employee experience, and support teams during a period of significant growth and transformation. What You Will Do - Key Responsibilities Partner with HR leadership on the execution of the People Strategy. Support development and implementation of departmental and company goals, policies, and procedures. Participate in HR process improvement and lean initiatives. Monitor workforce data (e.g., succession, DEI metrics) and recommend improvements. Serve as the first point of contact for employee relations issues, including harassment, wage & hour concerns, leaves of absence, injuries, onboarding, terminations, attendance, investigations, and disciplinary actions. Advise leaders on compliance and disciplinary actions. Conduct investigations and gather documentation, providing recommendations for next steps. Ensure compliance with federal and state labor laws, wage/hour regulations, postings, and related requirements. Build subject-matter expertise in employee relations and maintain a trusted, safe environment for employees. Coach managers on HR practices and employee-related issues. Build strong relationships with leaders and employees to support performance, engagement, and development. Facilitate training sessions, workshops, and HR presentations. Support company-wide harassment training and employee development initiatives. Lead local deployment of HR programs including compensation reviews, performance processes, and engagement surveys. Support recruitment, onboarding, and retention initiatives. Collaborate with Talent Acquisition on employer branding and sourcing strategies. Manage mobility cases and ensure a seamless onboarding experience for international hires. Streamline onboarding processes and support early-career development programs. Conduct exit interviews and analyze trends to support organizational improvements. Assist managers with terminations, exit documentation, and offboarding procedures. Maintain accurate employee data in Workday and support reporting and audits. Perform regular audits to ensure data integrity. What You Bring - Education & Experience Bachelor's degree in HR, Business Administration, or related field 2-4 years of experience in HR (generalist, business partner, or similar function) Knowledge of U.S. employment and compliance laws PHR/SHRM certification strongly preferred Strong Excel skills (VLOOKUPs, PivotTables, data analysis) Ability to work onsite 4 days per week

Talent Acquisition Manager - Full Time Location: Secaucus, NJ - Onsite 4x/week (open to 1 of the onsite days in the NYC office if preferred) About the Company Our client is a leading global apparel and consumer goods organization supporting a diverse portfolio of fashion, lifestyle, and retail brands. The environment is collaborative, design-driven, and product-focused, working closely with creative, technical, and commercial teams across multiple business units. About the Role (Who We're Looking For) This role is ideal for a seasoned Talent Acquisition professional with direct experience recruiting in retail, fashion, apparel, or product-driven environments. The ideal candidate has partnered with creative and commercial leaders and has successfully recruited across functions such as: Design & Product Creation: Fashion Design, Technical Design, Product Development, CAD, Product Lifecycle Merchandising & Planning: Buying, Planning, Allocation, Omni / Wholesale Production & Operations: Sourcing, Production, Supply Chain collaboration Creative & Brand Functions: Marketing, eCommerce, Content, Creative Operations We are seeking someone who acts as a consultative advisor to hiring managers, builds strong pipelines for high-demand roles, understands the nuances of design- and product-oriented talent markets, and delivers an exceptional candidate and stakeholder experience. Key Responsibilities Lead full-cycle recruiting for corporate, creative, product, and commercial roles. Partner with business leaders and HR to align talent strategies with workforce needs. Develop proactive pipelines for priority functions across design, product, merchandising, planning, and creative. Guide hiring managers on job scoping, interview structure, assessment, and selection best practices. Leverage recruiting metrics and market insights to improve time-to-fill, candidate quality, and hiring effectiveness. Ensure a high-touch, consistent candidate and hiring-manager experience. Support emerging-talent and internship hiring where applicable. Promote inclusive hiring practices and thoughtful sourcing outreach. Preferred Qualifications 5-8+ years of talent acquisition or corporate recruiting experience Significant experience recruiting within fashion, apparel, retail, or product-creation environments Demonstrated success hiring for design, technical design, product development, merchandising, planning, or creative disciplines Experience supporting multi-brand, matrixed, or global organizations Strong communication, advisory partnership style, and data-driven mindset

HR Business Partner - Elizabeth, NJ Here's the deal: We need a hands‑on HR pro who can align people strategy with day‑to‑day operations at a high‑volume port terminal. You'll partner with leaders and frontline teams to drive safety, performance, and a culture where people can do their best work-every shift. The impact you'll make Be the strategic HR engine: Translate business goals into people plans. Track workforce data (succession, DEI metrics) and recommend practical improvements. Own employee relations & compliance: First stop for ER issues-harassment, wage/hour, LOA, injuries, investigations, discipline, onboarding, attendance, and terminations. Coach managers and keep us square with federal/state requirements. Level up talent & engagement: Guide performance and development, run workshops/training, and lead local rollout of programs like Annual Salary Review, MPACT, and Employee Engagement Surveys. Recruit & onboard the right people: Partner with TA on branding and hiring strategies. Streamline onboarding, manage Global Mobility cases, and build early‑career pipelines that stick. Close the loop: Conduct exit interviews, analyze trends, and feed insights back into continuous improvement. Keep the HR engine clean: Maintain data integrity in Workday, support reporting, and run targeted audits. What you bring Bachelor's in HR, Business, or related field 2-4 years in HR (generalist/HRBP or similar) Solid grasp of U.S. employment laws PHR/SHRM preferred Excel chops (VLOOKUP, PivotTables, data analysis) Who thrives here Assertive communicator. Trusted advisor. Quick decision‑maker. Independent operator who brings positive energy, fresh ideas, and a bias for action. If you're the person who sees the issue, rallies the team, and fixes the process-don't sleep on this. ys of PTOThe client provides medical, dental, company paid holidays and 15 dau Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to ******************************************* The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable: • The California Fair Chance Act • Los Angeles City Fair Chance Ordinance • Los Angeles County Fair Chance Ordinance for Employers • San Francisco Fair Chance Ordinance

Lyndhurst, NJ, USA With more than 100 years of experience, Sika is a worldwide innovation and sustainability leader in the development and production of systems and products for commercial and residential construction, as well as the transportation, marine, automotive, and renewable energy manufacturing industries. Sika has subsidiaries in 102 countries around the world and, in over 400 factories, produces innovative technologies for customers worldwide. In doing so, it plays a crucial role in the transformation of the construction and transportation sector toward greater environmental compatibility. With more than 34,000 employees, the company generated sales of CHF 11.76 billion in 2024. Job Description Manage a wide variety of Human Resource generalist duties including policies, practices, and programs to support recruitment, employee relations, benefits, and compensation administration, performance management, training, HRIS systems, and safety. Responsible for administering the company approved benefit plans to all eligible employees. Responsible for various accounting duties including: monthly closing entries, general ledger analysis and payroll processing. Manage the implementation, interpretation and administration of established HR policies and programs; assist in keeping employees informed of HR policies; counsel with and coach employees and management of HR policies, performance, complaints, and other matters. Manage cost effective recruitment and selection activities to ensure a pool of qualified candidates for every open position Manage salary administration programs including merit increases, promotions, budget forecasts, performance appraisals, etc.; maintain all related records. Manage and coordinate separations from employment; conduct exit interviews. Manage the development and maintenance of all employee records, files, and related reports in conformance with all legal and internal company requirements. Work with supervision/management on appropriate employee corrective action, documentation and terminations. Partner with the benefits team on FMLA Leaves and all other leaves of absence, including tracking return from leave for employees. Manage Worker's Compensation claim in partnership with WC carrier, including tracking, reporting and management communication. Ensure vacations or other time off is recorded and is according to policy Manage Time and Attendance data to be submitted to Corporate payroll. Develops, recommends and implements new and innovative approaches and policies and procedures to effect continual improvements in efficiency of the HR department and services performed Work with all departments on company culture initiatives, including internal communication, recognition and celebrations, succession planning and internal promotions. Stays current on all state, federal, and local employment related legislation and regulations as well as human resources industry trends. Salary: $105,000- $115,000 plus bonus and profit sharing, commensurate with education and experience. Qualifications BA/BS degree in Human Resources, Business Management, or related field. 5+ years of Human Resource Management experience. Must have knowledge of State and Local Municipality labor laws, wage and hour guidelines, COBRA, ADA, FMLA, and other related Federal and State regulations. Candidate should be detail oriented and have exceptional multi-tasking, organization, prioritization, and planning skills. Ability to work independently and effectively with little supervision, taking initiative to support business goals. Ability to hold confidential and sensitive information with the utmost integrity. Strong working knowledge of MS Word, Excel, and Power Point. Strong knowledge of SuccessFactors platform or correlated HRIS system Excellent written and verbal communications skills. PHR or SPHR, SHRM-CP or SHRM-SCP, certification preferred Additional Information 401k with Generous Company Match Bonuses Medical, Dental, and Vision Benefits Paid Parental Leave Life Insurance Disability Insurance Paid time off, paid holidays Floating holidays + Paid Volunteer Time Wellness/Fitness Reimbursements Education Assistance Professional Development Opportunities Employee Referral Program & More! Sika fosters a culture of entrepreneurship, empowering each individual to make decisions, learn from experiences, and shape their own career path. The safety and well-being of employees are top priorities at Sika, with a strong commitment to open communication and maintaining a safe workplace. In addition, Sika actively contributes to the community and promotes sustainability by giving back, minimizing environmental impact, and embracing social responsibility. At Sika Corporation, we are committed to providing a safe and secure recruitment experience for all job applicants. Please be aware of recruitment fraud schemes where scammers may impersonate our company to illegally collect money or personal information from job seekers. Please note that legitimate communication will only come from *************** email address. We never request payment, fees, or financial information during our hiring process. We do not conduct interviews via text message or instant messaging. Sika Corporation is committed to a work environment that supports, inspires, and respects all individuals that apply. As an equal opportunity employer Sika will consider all qualified applicants without discrimination on the basis of race, color, religion, sex, pregnancy, sexual orientation, gender identity, age, disability, national or ethnic origin, or other protected characteristics.

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

Counseling In Schools (CIS) is a dynamic community-based organization founded in 1986 with a mission to promote the emotional and social growth of children so that they can thrive in school and succeed in life. For nearly 40 years, Counseling In Schools has created and fostered relationships with local schools, homeless shelters, and communities to enable New York City's children to thrive - academically, socially, and emotionally. Our expert team includes licensed mental health and youth development professionals who fully integrate into the community, providing programs that equip children, families, teachers, and administrators with the right tools for preventing and coping with the challenges they face. We envision and work toward a bright future, full of possibilities, where each child can flourish and reach their full potential. Counseling In Schools is currently seeking a Human Resources Director. The Human Resources Director plays a key leadership role in managing and enhancing the organization's HR functions, ensuring alignment with our mission-driven culture and strategic objectives. This position oversees HR operations including talent acquisition, employee relations, performance management, compensation and benefits, compliance, and organizational development. The HR Director partners with leadership to foster a diverse, inclusive, and equitable workplace. Key Responsibilities: Strategic HR Leadership Develop and implement HR strategies that support the organization's goals and mission. Collaborate with senior leadership on organizational planning and staff development. Talent Acquisition & Retention Lead recruitment efforts to attract and retain top talent. Develop and enhance onboarding and offboarding processes that reflect organizational value Employee Relations & Culture Serve as a trusted advisor on employee relations, conflict resolution, and organizational culture. Promote diversity, equity, and inclusion (DEI) initiatives across the organization. Performance Management Manage performance evaluation systems to ensure fair evaluation and professional development. Guide managers in addressing performance issues and implementing improvement plans. Compliance & Policy Management Ensure compliance with federal, state, and local employment laws and nonprofit-specific regulations. Maintain and update employee handbook, HR policies, and procedures. Compensation & Benefits Oversee administration of benefit programs and compensation scales Evaluate benefit programs and make recommendations based on employee needs and budget. Training & Development Collaborate with executive leaders to identify staff learning needs and coordinate training and development opportunities for staff at all levels. Qualifications: Required: Excellent organizational and time management skills Commitment to professional development Demonstrated goal orientation and focus on outcomes and results Strong knowledge of employment law and HR best practices Proven experience in employee relations, performance management, and talent development Excellent communication, interpersonal, and problem-solving skills Good organizational and time management skills The ability to multitask and prioritize assignments & tasks 3-5 years experience working with non-profit organizations, preferably in clinical or educational settings Master's Degree in Human Resource Management, Business Administration, or related field Familiarity with remote platforms including G Suite, Zoom, Webex, Microsoft Teams, etc The ability to respond to emails in a timely manner, typically within 24 hours during business days. Preferred: HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP). Experience working in a nonprofit or mission-driven organization. Familiarity with HRIS and payroll systems (e.g., ADP, Paylocity, Paychex). Benefits & Paid Time Off: Paid Time Off (PTO): 30 plus days of PTO plus paid holidays which allows you to recharge and return to work refreshed and motivated. Health Care Coverage: We understand the importance of your health and well-being. As part of our commitment, we provide a fully company-sponsored plan as well as other options for comprehensive healthcare coverage that includes medical, dental, and vision benefits, ensuring that you and your family have access to quality healthcare when needed. Transit Check Program: To make your daily commute more convenient and cost-effective, we provide a transit check program that allows you to cover transportation expenses using pre-tax dollars. This benefit contributes to a greener and more efficient commute. 401(k) Plan: Planning for your future is essential. Our 401(k) plan enables you to save for retirement while benefiting from company contributions, ensuring financial security in your later years. Life Insurance: Your peace of mind is paramount. We offer life insurance coverage to provide financial support for your loved ones in the event of unforeseen circumstances, demonstrating our commitment to your family's well-being. Referral Bonuses: We all have friends in our field of work. Refer a friend or colleague to work at CIS and receive a bonus once they join our team! **Benefits are subject to change. Reports To: Chief Operating Officer Compensation: Salary Range: $100,000-$115,000; commensurate with experience

A Long Island-based Commercial Real Estate Investment Firm, owning and managing over 57 million square feet of commercial real estate throughout the United States, is seeking a dynamic and strategic HR Supervisor to join our growing team. This role will be responsible for leading and overseeing all human resources functions, including recruitment, compliance, employee relations, performance management, and HR strategy. The ideal candidate will be a hands-on leader who thrives in a fast-paced, entrepreneurial environment and is passionate about fostering a positive workplace culture. This role requires in-office presence 5 days per week. Duties and Responsibilities: HR Strategy & Compliance Assist in the development and implementation of HR policies, procedures, and best practices to align with company objectives. Ensure compliance with all federal, state, and local labor laws (including FLSA, FMLA, ADA, EEOC, OSHA, etc.). Conduct regular audits of HR policies and procedures to maintain best practices and legal compliance. Develop strategies for employee retention, engagement, and professional growth to support company expansion. Oversee compensation structures and benefits administration to remain competitive in the industry. Recruitment & Talent Acquisition Manage the end-to-end recruitment process, including sourcing, interviewing, and onboarding new hires. Identify and implement effective hiring strategies to attract top talent in the commercial real estate industry. Develop and maintain relationships with universities, professional organizations, and recruitment firms for pipeline building. Conduct reference checks, background screenings, and employment contract negotiations. Oversee the onboarding process, ensuring a seamless transition for new hires. Employee Relations & Performance Management Serve as a trusted advisor to leadership and employees on HR-related issues. Investigate and mediate workplace conflicts, employee complaints, and grievances while ensuring fair resolution. Oversee and improve the performance management system, ensuring regular employee evaluations and development plans. Support leadership in structuring teams and improving organizational effectiveness. Coordinate and administer employee training and professional development programs. Provide guidance on employee discipline, terminations, and corrective actions in compliance with legal guidelines. HR Administration & Payroll Support Maintain and update the company's HR database, employee records, and compliance reports. Manage and produce HR reports on hiring trends, employee turnover, and workforce analytics. Assist in budget monitoring and payroll administration, working closely with the finance department to ensure accuracy. Develop and maintain HR metrics and dashboards to measure HR effectiveness and company-wide initiatives. Requirements: 3+ years of experience as an HR Manager, HR Generalist, or HR Director in a fast-paced corporate environment. Strong knowledge of federal and state labor laws, employment regulations, and HR compliance. Proven ability to develop and implement HR strategies aligned with business objectives. Experience with recruiting, talent management, and workforce planning. Strong understanding of compensation structures, benefits administration, and performance management systems. Excellent written and verbal communication skills, with the ability to engage and advise employees at all levels. Highly organized with strong attention to detail and record-keeping skills. Ability to handle sensitive HR matters with confidentiality and professionalism. Proficiency in Microsoft Office Suite (Word, Excel, Outlook, PowerPoint) and HR software. Bachelor's degree in Human Resources, Business Administration, or a related field required (HR certifications preferred).

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

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

This role demands a strategic communicator who can design and implement effective communication strategies, then bring them to life through clear, impactful writing and precise execution. The ideal candidate will be adept at translating complex information into simple, relatable messages and will thrive in a fast-paced environment, managing multiple priorities and collaborating across diverse teams. As a Communications Vice President within Human Resources, you are a master storyteller and strategic thinker, able to craft and execute communication plans that inspire, inform, and drive change. You know how to turn complex ideas into clear, compelling messages and have a proven track record of rolling up your sleeves to deliver high-quality communications-whether as part of a strategic initiative or in response to an urgent, issue-related need. Job responsibilities: Develop and deliver engaging, well-crafted communications that resonate with a global workforce of over 320,000 employees in 65 countries. Use storytelling to connect employees to organizational goals, initiatives, and culture. Write and develop comprehensive communication strategies for Performance Development, HR Operations, Learning, and support other HR communications as needed. From strategy to execution across channels, ensure all communications are aligned with business objectives and regulatory requirements, and execute these plans with precision. Write, edit, and produce timely content for a variety of channels, including email, newsletters, banners, intranet, digital signage, and more. Tailor messaging to different audiences while maintaining consistency and clarity. Partner with HR leaders, communication teams, and stakeholders to ensure communications are coordinated, consistent, and reinforce the firm's brand and values. Serve as a trusted advisor to HR stakeholders, providing guidance on communication strategy, storytelling techniques, and best practices for key initiatives and change management. Demonstrate a flexible and hands-on mindset to create and distribute firmwide and targeted communications spanning a range of topics, including pay and time, global mobility, and ad-hoc or issue-related messages. Required qualifications, capabilities, and skills: 7+ years of experience in communications, with a focus on HR-related communications BA/BS in Communications, Business, Marketing, Journalism, or a related field Proven success in developing enterprise-level messages, providing communications counsel to a range of stakeholders, and executing effective communication plans. Exceptional writing, editing, execution, and organizational skills. Self-motivated individual capable of managing multiple projects, stakeholders, and deadlines while delivering high-quality results. Ability to excel in a matrix environment, both as an individual contributor and as part of the larger Corporate Communications team.

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