Human resources business partner jobs in Waterbury, CT

On-Site | Temp-to-Hire | 6-Month Assignment HOURS: Monday-Friday | 8:30 AM - 5:00 PM Temporary Human Resources Partner - Hands-On Role in a Dynamic Medical Practice Are you an HR professional looking for a temporary opportunity to gain hands-on experience in a fast-paced environment? We're seeking a Human Resources Partner who excels at digging into reports, solving challenges, and supporting day-to-day HR operations at a leading medical practice. What You'll Do: Provide HR support to managers and employees, ensuring smooth daily operations. Analyze HR data and reports to drive informed decision-making. Assist with employee relations, performance management, and compliance. Support union relations and organizational planning efforts. What You Bring: 2+ years of HR experience (union/employee relations a plus). Bachelor's degree preferred; PHR/SPHR or SHRM certifications a plus. Strong problem-solving skills and attention to detail. Ability to communicate effectively and manage workplace issues. Reliable transportation for travel between local work sites. Why Join? Competitive pay. Collaborative and supportive environment. Interviews are happening now-click 'APPLY NOW'!

Manager, Human Resources & Administration Experience Mid-Level (2-5 years) Area Human Resources & Administration Business Cohen Veterans Network, Inc. Status Full Time Exempt Job Grade 05 A Career with Cohen Veterans Network, Inc At Cohen Veterans Network, we seek to improve the quality of life for veterans, including those from the National Guard and Reserves, active duty, and their families. CVN works to strengthen mental health outcomes and complement existing support. Our vision is to ensure that every veteran, active-duty service member, and family member is able to obtain access to high-quality care that enables them to lead fulfilling and productive lives. The Cohen Veterans Network, Inc., is a not-for-profit philanthropic organization (a registered 501c3 Private Foundation). What youll do We are looking to add a Manager, Human Resources to our team. Under the direction of the Senior Vice President, you will support core HR operations with a focus on payroll, benefits, and leave administration. You will ensure employees receive timely, accurate support and that all HR processes run smoothly. Specifically, you will: Administer multi-state payroll processing, including the setup and maintenance of state tax accounts, ensuring compliance with all applicable state paid leave programs and payroll regulations. Oversee leave of absence programs and maintain accurate payroll tracking for all leave of absence types, including FMLA, ADA, state paid leave programs, and internal leave policies. Maintain compliance for international assignments and employee status documentation, ensuring accurate tracking and reporting. Manage benefits administration, including enrollment, changes, and employee inquiries. Maintain employee records and ensure data accuracy across HR systems. Respond to employee questions on policies, benefits, and HR procedures. Support onboarding and offboarding processes to ensure a smooth employee experience. Partner with managers on employee relations issues and escalate as appropriate. Prepare reports, track key HR metrics, and assist with audits and compliance tasks. Coordinate annual processes such as open enrollment and policy reviews. Maintain updated knowledge of employment laws and regulations. Perform general HR duties and other tasks as assigned. Whats required Bachelors degree or relevant years of experience. 35 years of experience in HR, with direct work in payroll, benefits, and leave administration. Strong understanding of HR operations, employment laws, and compliance requirements. Experience working with HRIS, payroll systems, and benefits platforms. Strong communication skills with the ability to explain HR information clearly and professionally. Advanced Excel skills and proficiency with Microsoft Office Suite Ability to handle sensitive information with discretion. Commitment to accuracy, timeliness, and high ethical standards. You are ready to join a collaborative, fast-moving team and contribute to a strong employee experience across the organization. We take care of our people Fully paid health care benefits Generous leave policies Substantial PTO and sick leave Mental and physical wellness programs Supporta diverse,equitableand inclusive culture which empowers our people to be who they are, contribute their unique perspectives and make a difference in the lives of who we serve Professional learning and development opportunities Company teambuilding events This role is alsoanticipatedto be eligible toparticipatein an annual bonus plan. A laptop andadditionalcomputer equipment will be provided to you by the company A 401(k) savings program with an employer match and more The programs and initiatives of Cohen Veterans Network are staffed by talented individuals who have the passion, drive, and skills necessary to fulfill our mission. CVN is an Equal Opportunity Employer, appreciates and values individual differences, and welcomes diversity in its broadest definition. We are committed to promoting an inclusive organizational environment of dignity and respect. The annual base salary range for this role is $77,500 - $96,000 (USD) , which does not include discretionary annual bonus compensation or our comprehensive benefits package. Actual compensation offered to the successful candidate may vary from posted hiring range based upon geographic location, work experience, education, and/or skill level, among other things.

Job Details BHI Bristol Hospital Main Campus - Bristol, CT Full Time 4 Year Degree 1st Shift (Days) Description At Bristol Health, we begin each day caring today for your tomorrow. We have been an integral part of our community for the past 100 years. We are dedicated to providing the best possible care and service to our patients, residents and families. We are committed to provide compassionate, quality care at all times and to uphold our values of Communication, Accountability, Respect and Empathy (C.A.R.E.). We are Magnet and received the 2020 Press Ganey Leading Innovator award for our rapid adoption and implementation of healthcare solutions during the COVID-19 pandemic. Use your expertise, compassion, and kindness to transform the patient experience. Make a difference. Make Bristol Health your choice. Position Summary: The Human Resources Business Partner (HRBP) serves as a strategic partner to leadership and management within Bristol Health, providing expert guidance on HR policies, employee relations, organizational development, and workforce planning. The HRBP collaborates closely with departments to align HR strategies with business objectives, fostering a high-performing and engaged workforce in a healthcare environment. Key Responsibilities: Act as a consultant to management on human resource-related issues, serving as a trusted advisor. Provide guidance on employee relations issues, including investigations, disciplinary actions, and conflict resolution. Support talent management processes, including workforce planning, performance reviews, succession planning, and employee engagement. Ensure compliance with federal, state, and local employment laws and healthcare-specific regulations. Partner with Talent Acquisition to support staffing needs, onboarding, and workforce development. Work with leadership to improve work relationships, build morale, and increase productivity and retention. Analyze HR metrics and trends to develop solutions and programs. Promote and foster a healthy work environment; raise awareness of available programs to assist employees. Implement appropriate employee engagement programs and union avoidance initiatives (as applicable). Support departmental action planning as a result of employee engagement surveys; assess facility “temperature” through formal and informal sensing and plan actions with department managers. Prepare managers for the compensation planning process and provide compensation budget information. Facilitate training and development initiatives aligned with organizational goals. Lead or support HR projects and organizational change initiatives. Qualifications Qualifications: Education: Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree or HR certification preferred - SHRM-CP, SHRM-SCP, or PHR/SPHR). Experience: Minimum of 3-5 years of HR experience, with at least 2 years in an HRBP or strategic HR role. Familiarity with HRIS systems (e.g., Paycom, Workday, ADP, Kronos). Healthcare industry experience is strongly preferred. Strong knowledge of employment law and HR best practices. Excellent communication, interpersonal, and problem-solving skills. Ability to manage multiple priorities and maintain confidentiality

The Human Resources Business Partner is responsible for providing HR Support to specific business units/departments. This position collaborates closely with management teams to gain a deep understanding of their business objectives, challenges and priorities and utilizes this knowledge to develop and implement HR strategies that align with the overall business strategy. This position is partnered with our Plant Operations, Engineering and Sales team supporting primarily a non-exempt workforce. ESSENTIAL DUTIES AND RESPONSIBILITIES Additional duties and responsibilities may be assigned as necessary. Business Partnership (25%): Partner with business leaders to identify HR needs and develop effective solutions that address them. Implement HR programs and initiatives including talent management, employee engagement, performance management and succession planning. Coach and mentor employees to support their professional development. Provide guidance on coaching to managers and employees on HR policies, procedures and best practices. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Act as change agent to business through process design and approaches that support change and transformation. Conduct regular visits to plant locations partnered with. Partner with hiring manager to interview candidates for open positions. Employee Relations (30%): Work closely with management and employees to improve work relationships, build morale, and increase productivity, engagement and retention. Manage and resolve complex employee relations issues including conflict resolution. Conducts and documents employee investigations. Conduct new hire check-in meeting to get feedback both from the new employee and their management. Manages the employee off-boarding process including exit interviews and terminations meetings as required. Document Disciplinary Action as required for policy, procedure and conduct violations. Organize employee events and activities. Performance and Talent Development (30%) Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development). Coach and mentor employees to support their professional development. Partner with the Learning and Development team and managers to develop Individual Development Plans. Work with managers to address performance concerns through the Performance Coaching Plan process. Manage internal applicant process for assigned group(s). Review candidates' skills, aptitude and experience against position requirements. Manage and coordinate all communications with internal candidates and provide excellent candidate care throughout the recruiting processes. Manage Disciplinary Points program including auditing reports, working with team to put in system enhancements and procedure improvements. Work with Managers to ensure accuracy of data and compliance with administrative requirements. Partner with managers to deliver required disciplinary action. Administration & Reporting (15%) Manage and maintain employee records and HRIS. Create, generate and analyze reports as needed. Participate in the planning and execution of quarterly new hire orientation. Ensure newly hired employees are onboarded properly and paperwork is complete. REQUIRED SKILLS & QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and Experience: Master's Degree (MBA, MIB, or MS) in Human Resources, Psychology, Organizational Development, and/or related field. 4+ years' professional Human Resources experience. PHR, SPHR - preferred Specialized Skills and Experience: Demonstrated success in creating and managing individual performance programs such as improvement and development plans. Strong experience conducting internal investigations. Strong computer skills including Microsoft Office Word, Excel, and PowerPoint. Thorough knowledge of employment laws. Strong knowledge of the principles and practices of human resource administration; knowledge of sound techniques in all aspects of human resource management. Demonstrates highest level of ability in all aspects of communications: written, oral, listening and expressing ideas. Strong presentation skills. Strong problem-solving ability and ability to analyze qualitative data. §Exceptional analytical, quantitative and deduction skills. Ability to work both effectively independently and harmoniously with a team. Ability to lead, participate and manage large-scale projects. Must be able to manage multiple assignments simultaneously with shifting priorities, deadlines and focus and have strong organizational skills. Demonstrates strong attention to detail. Travel Requirement: Must be able to travel 20%

Meta is seeking an HR Business Partner to support our tech and/or business organizations. The ideal candidate will contribute at both hands-on and strategic levels to cultivate an amazing and innovative community on our teams. The ideal candidate will bring creative and effective ideas and solutions to a growing organization. **Required Skills:** HR Business Partner Responsibilities: 1. Design and deliver targeted solutions with a high degree of focus on scale and growth, including strategic planning, visioning, talent assessment, change management and team building 2. Provide strategic business partnership, thought partnership, and coaching to all levels of the organization 3. Proactively assess team, manager, organizational development needs, make recommendations, and implement appropriate solutions 4. Provide rigorous data analysis and reporting solutions based on business needs 5. Drive talent management strategies to support a team's growth and individual development plans 6. Manage and facilitate the overall Performance Summary Cycle and employee engagement survey throughout the year 7. Integrate and partner with HR colleagues in the Recruiting, Learning & Development, Compensation, Legal, and HR Programs teams to implement solutions and help scale the business 8. Partner closely with regional HR partners on global strategy and execution Work closely with our Employee Relations Partners, supporting employee relations issues as needed 9. Design and facilitate team and offsite meetings as needed 10. Participate and lead projects as an integral member of the extended HR community **Minimum Qualifications:** Minimum Qualifications: 11. 10+ years experience in an HR Business Partner or equivalent role 12. Experience helping global and/or highly matrixed organizations scale 13. Demonstrates solid judgment and experience assessing risk relative to the business 14. Consulting, coaching and facilitation skills 15. Effective communication and critical thinking skills 16. Demonstrates empathy and experience driving community-building work 17. Demonstrates project management and change management experience 18. Experience using data to identify insights that drive action 19. Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams 20. Demonstrated experience in influencing and strategically solve problems **Preferred Qualifications:** Preferred Qualifications: 21. BA/BS degree **Public Compensation:** $147,000/year to $213,000/year + bonus + equity + benefits **Industry:** Internet **Equal Opportunity:** Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment. Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@fb.com.

Job Details Waterbury, CT - Waterbury, CT Full Time 4 Year Degree Up to 25% Day Human ResourcesDescription About Us At Hubbard-Hall Inc., we've been helping manufacturers get better results with less chemistry, cost, and complexity for more than 175 years. As a specialty chemical manufacturer and distributor with headquarters in Connecticut and manufacturing operations in South Carolina and Michigan, we're known for combining tank-side expertise with best-in-class logistics. We're proud of our history-and excited about our future. The Opportunity We're looking for a Director of Human Resources to lead and evolve our HR function. This is a key leadership role where you'll shape our people strategy, partner with senior leadership, and help ensure Hubbard-Hall continues to be a place where talented people thrive. From employee engagement and organizational development to recruiting, benefits, and compliance, you'll oversee the full scope of HR while driving programs that strengthen culture and performance. What You'll Do As our HR leader, you'll: Partner with senior leadership to align HR initiatives with company strategy and goals. Lead workforce planning, succession planning, employee engagement, and organizational development initiatives. Oversee recruiting, hiring, and onboarding to ensure we attract and retain top talent. Manage performance management, training, and development programs that build skills and support career growth. Ensure competitive compensation and benefits programs through benchmarking and regular review. Provide guidance to managers and employees on employee relations, coaching, and policy interpretation. Drive diversity, equity, and inclusion efforts, ensuring programs reflect our company values. Ensure compliance with all applicable employment laws and regulations. Collaborate with EHS&S to maintain a safe, healthy workplace. Stay current on HR best practices and emerging trends to continuously strengthen HR effectiveness. What You'll Bring 10-15 years of HR experience, including at least 3 years in a senior leadership role. A track record of partnering with executive leadership to design and implement impactful HR strategies. Strong leadership skills with the ability to develop and mentor employees. High emotional intelligence and professionalism in handling sensitive matters. Excellent communication, presentation, and problem-solving skills. Ability to balance multiple priorities and deliver results in a fast-paced environment. SHRM or HRCI certification preferred. Why Join Us? At Hubbard-Hall, you'll join a company that values candor, respect, and quick decision-making. We're proud of our history and excited about our growth-and we know that our people are at the heart of it. This is your opportunity to make a meaningful impact on both our organization and our employees. Hubbard-Hall Inc. is an equal opportunity employer. Hubbard-Hall, Inc. does not discriminate in employment with regard to race, color, religion, national origin, citizenship status, ancestry, age, sex (including sexual harassment), sexual orientation, marital status, physical or mental disability, military status or unfavorable discharge from military service or any other characteristic protected by law.

Quinnipiac University invites applications for a Human Resources Business Partner. The Human Resources Business Partner (HRBP) serves as a consultant and thought partner to managers on Human Resource related issues. The HRBP formulates partnerships within the HR function to deliver value added service to managers and employees that reflect the strategic pillars of the organization, communicating needs proactively within the HR department and business management. The HRBP maintains an effective level of business literacy about the University's operations, strategic priorities, its culture and its competition. HRBPs actively learn about the operations of their client groups to assist in guiding strategic decisions for the organization, assessing and anticipating HR-related needs. The HRBP collaborates to develop integrated solutions. About Quinnipiac: Quinnipiac University is a private, coeducational institution located 90 minutes north of New York City and two hours from Boston. The university currently has an enrollment of 9,000 students in more than 130 degree programs through its Schools of Business, Communications, Education, Computing, and Engineering, Health Sciences, Law, Medicine, Nursing, and the College of Arts and Sciences. Our 21 Division I teams have achieved remarkable success, boasting multiple conference titles. This includes a 2023 NCAA National Championship win in ice hockey, a three-time defending national champion women's rugby team, and a trip to the Sweet 16 for our women's basketball team. The Quinnipiac University Poll is nationally recognized as a leader in public opinion research, and the university is consistently recognized by U.S. News & World Report and Princeton Review's "The Best 388 Colleges." The university is in the midst of program expansion and renewal for both traditional and adult learners, attraction of diverse communities, development of innovative corporate partnerships, and construction of an ambitious set of capital projects. For more information, please visit qu.edu. Connect with Quinnipiac on Facebook, Instagram, YouTube, TikTok and X. Responsibilities: Establish strong business relationships with all client group leaders; learn about the operations and needs of each area, conduct regular meetings with respective client groups Provide guidance and input on organizational restructures, workforce planning, succession planning Develop deep understanding of the university's goals, mission, and strategic plan to facilitate the alignment of HR actions, programs, or resources Drive, influence, advise and support the cultural and people aspects of organizational change, structures, people processes and business improvement initiatives within the client group to improve efficiency and people management allowing for flexibility and planned growth Work closely with managers and employees to improve work relationships, resolve conflicts, build morale, increase productivity and retention Proficient knowledge of university policies and union contracts Foster working relationships with union leaders, listening and working through issues Attempt to resolve union matters prior to a grievance being filed, participates in grievance meetings, member of University management negotiating team Conduct investigations into employee complaints (conflicts, discrimination, harassment etc.) Generate solutions for clients on employee relation, labor relation and performance matters Make recommendations to managers for corrective action and continuous improvement Identify department training needs as well as individual coaching needs; work with managers to facilitate performance improvement plans (PIP) Participate in evaluation and monitoring of PIPs and/or training programs. Follow-up to ensure objectives are met Facilitate organization and leadership development efforts to address root causes of HR issues Manage complex and difficult HR projects cross-functionally Provide input into the development of HR systems, policies and programs in support of the organization's culture, values, philosophies and overall organizational strategic plan Conduct exit interviews and analyze data Analyze trends and metrics in partnership with other HR senior leaders to develop solutions, programs, and policies Continuously review policies and programs to ensure alignment with our strategy as well as to attract, retain and engage employees Consult with all levels of management providing HR guidance when appropriate Prepare and maintain special internal and external reports as requested Education Requirements: Bachelor's degree required Qualifications: 5-7 years of progressive HR experience in a business-facing role HR Certifications preferred (PHR, SPHR and/or SHRM-SCP) Employee and labor relations experience in a union environment preferred Excellent interpersonal, communication, and leadership skills, with the ability to influence at all levels of the organization Critical thinking skills; demonstrated experience providing strategic advice Adept at understanding client objectives and ability to develop and implement impactful HR solutions in response Ability to be a trusted thought partner to client groups and HR team Strong knowledge federal and state employment laws and regulations, ability to apply the appropriate applicable laws, guidelines, regulations, and policies to mitigate risk Ability to provide specific guidance to clients while maintaining an environment of collaboration and partnership, proven team player Proven ability to manage multiple and sometimes competing priorities Demonstrated ability to work with diverse populations and a commitment to diversity and inclusion Special Instructions to Applicants: TO APPLY: Applications must be submitted electronically and include a resume, cover letter addressing how your experience supports the requirements of this position and Quinnipiac' commitment to diversity and inclusion, and contact information for three references on the application form. We offer a comprehensive benefits package for full-time faculty and staff which includes tuition remission and a culture that is inclusive and driven by excellence. Quinnipiac University is an Equal Opportunity Employer.

We are seeking an experienced HR Business Partner to support our team. In this role, you will act as an integrator among the employees, the business, and the HR organization. Your contributions will be key to driving employee engagement and organizational development. Responsibilities * Partner with internal recruiting and third-party recruitment teams to execute hiring plans. * Coach managers through employee development processes, including leadership succession planning and creating quality employee development action plans. * Develop and implement initiatives to enhance employee engagement and support organizational climate and culture change. * Oversee complex employee relations issues, including fact gathering, analysis, recommendations, and performance improvement progress. * Guide managers and employees through annual HR program cycles, including performance management, salary planning, and employee development. * Deliver HR support to supervisors/managers with a focus on high-touch coaching and program support. * Drive and support management teams on organizational change, workforce planning, organizational design, and development-related topics. * Act as a credible and trusted sparring partner for senior managers, providing reflections on their personal leadership. * Utilize HR data and analytics to support people and organizational decision-making. * Collaborate with the Talent development team to create and facilitate workshops on various HR programs and professional development topics. * Gather statistics and metrics such as headcount, turnover, talent movement, and HR program execution, providing analysis and recommendations based on data. Essential Skills * Human resources management * Employee relations * Talent acquisition * Onboarding * Payroll management * HR systems proficiency * Compensation analysis * Microsoft Excel proficiency * Performance management Additional Skills & Qualifications * BA/BS in Human Resources, Organizational Behavior, or equivalent combination of education and/or experience. * 6+ years of applicable HR experience. * Experience in a global, international fast-paced tech organization is preferred. * Proven experience in leading and delivering multiple projects and processes simultaneously. * Strong emphasis on independence, ability to manage complexity, and leadership development. * Experience with talent management, change management, and/or organizational design is appreciated. Work Environment Located in Wilton, CT, this is a first shift, onsite position in a business casual corporate setting. There is an opportunity for hybrid flexibility in the future. Job Type & Location This is a Contract position based out of Wilton, CT. Pay and Benefits The pay range for this position is $55.00 - $65.00/hr. Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to specific elections, plan, or program terms. If eligible, the benefits available for this temporary role may include the following: • Medical, dental & vision • Critical Illness, Accident, and Hospital • 401(k) Retirement Plan - Pre-tax and Roth post-tax contributions available • Life Insurance (Voluntary Life & AD&D for the employee and dependents) • Short and long-term disability • Health Spending Account (HSA) • Transportation benefits • Employee Assistance Program • Time Off/Leave (PTO, Vacation or Sick Leave) Workplace Type This is a fully onsite position in Wilton,CT. Application Deadline This position is anticipated to close on Dec 23, 2025. About Actalent Actalent is a global leader in engineering and sciences services and talent solutions. We help visionary companies advance their engineering and science initiatives through access to specialized experts who drive scale, innovation and speed to market. With a network of almost 30,000 consultants and more than 4,500 clients across the U.S., Canada, Asia and Europe, Actalent serves many of the Fortune 500. The company is an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law. If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing due to a disability, please email actalentaccommodation@actalentservices.com for other accommodation options.

Are you prepared to operationalize HR initiatives that drive organizational success? At Ralliant, where innovation meets excellence, we're seeking a Human Resources Business Partner (HRBP) to join our team. You'll collaborate closely with managers to tackle complex people challenges related to engagement, turnover, culture, talent and performance management. Your innovative problem-solving approach will be instrumental in shaping a culture of continuous improvement and inclusivity. By enabling manager capability and fostering an environment of growth, you'll play a crucial role in driving our mission and strategy forward. If you're ready to make a lasting impact in a dynamic and forward-thinking environment, we invite you to join us at Gems Setra (a Ralliant Company). This role will be based in Plainville, CT, and will partner with people leaders and fellow HR colleagues. Join us in shaping the future of our company. RESPONSIBILITIES: Serve as both a strategic partner to business leaders and a visible onsite presence driving engagement, trust, and operational excellence: * Employee Engagement: Possesses an understanding of strategies and tactics to coach/partner with people leaders in fostering an inclusive culture and driving employee engagement within the workforce. Participates in problem solving efforts to understand root cause and co-develops the action plans with people leaders and teams to close the gaps. Proficient in understanding the engagement data and trends and suggesting and implementing initiatives to enhance employee engagement, retention, and productivity. * Performance Management: provides consultation to people leaders regarding goal setting and the full lifecycle of performance management inclusive of annual processes, feedback and coaching as part of the ongoing performance management inclusive of performance improvement plan consultation. * Employee Relations and Experience: Providing guidance and support to managers on interpretation of HR policies, procedures, and best practices to promote an engaging and productive work environment and mitigate potential risks. Works closely with people leaders to coach through employee relations matters that may arise. May work closely with ER COE on workplace investigation inputs and countermeasure implementation. * Workforce Planning: Exhibits proficiency in workforce planning methodologies and tools to anticipate future talent needs and align workforce plans with organizational objectives. Works closely with people leaders on multiple types of workforce actions, inclusive of ramp-up, acquisitions and single role eliminations, group restructuring in alignment with shifting business strategy. Coaches leaders through organizational talent assessment. Capable of analyzing workforce data to inform manager and business decision-making and optimize resource allocation. * Builds Manager Capability in Talent Management: Possesses knowledge to equip managers with the necessary skills and tools to effectively select, develop, and retain top talent through the Organizational Talent Assessment/Talent Review process and related operating cadence. Coach leaders on the appropriate development solutions for key talent and appropriate tools to conduct talent and development planning. In partnership with the TA organization, involved in coaching people leaders on talent selection decisions. In partnership with the COE, may be called on to design (enabled by technology) and deliver training programs and resources to enhance manager capability in talent management practices. YOU WILL BE SUCCESSFUL IN THIS ROLE IF YOU HAVE: Basic Qualifications: * 5 years of experience in the Human Resources, Talent Management function, or other relevant experience * Exhibits autonomy and proven experience solving complex people problems such as engagement, employee relations and turnover; takes a new perspective on existing solutions; exercises judgment based on the analysis of multiple sources of information. * Demonstrated impact across a range of clients, business operations and leading cross-functional projects, managing risk and resources; has delivered results working within broad guidelines and policies. * Trusted resource to people leader and HR colleagues and works well across the organization with cross-functional colleagues to deliver solutions. * Explains difficult or sensitive information to people leaders and employees; works to build consensus. * Leverages data to make decisions. * Takes a hands-on approach with high attention to detail. Preferred Qualifications: * Experience supporting a manufacturing or operations-based environment preferred. * Demonstrated achievement for impact in coaching, influencing and problem solving with various levels of leadership. * In depth knowledge of organizational design, talent management, employee relations, compensation, employee engagement, change management, learning and performance management. * Understands the drivers of business. * Proven project management and execution skills, with a track record of influencing through data-driven recommendations. * Experience working in team environment with multiple time zones. * Proficient in Oracle HCM systems #LI-JW2 Ralliant Corporation Overview Ralliant, originally part of Fortive, now stands as a bold, independent public company driving innovation at the forefront of precision technology. With a global footprint and a legacy of excellence, we empower engineers to bring next-generation breakthroughs to life - faster, smarter, and more reliably. Our high-performance instruments, sensors, and subsystems fuel mission-critical advancements across industries, enabling real-world impact where it matters most. At Ralliant we're building the future, together with those driven to push boundaries, solve complex problems, and leave a lasting mark on the world. We Are an Equal Opportunity Employer Ralliant Corporation and all Ralliant Companies are proud to be equal opportunity employers. We value and encourage diversity and solicit applications from all qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity or expression, or other characteristics protected by law. Ralliant and all Ralliant Companies are also committed to providing reasonable accommodations for applicants with disabilities. Individuals who need a reasonable accommodation because of a disability for any part of the employment application process, please contact us at applyassistance@Ralliant.com. About Gems Setra Gems Setra is a leading global supplier of sensing and monitoring technologies, operating within the Precision Technologies platform of Ralliant Corporation. Through our comprehensive portfolio of premium sensing products, we deliver solutions to customer problems and challenges. As two Fortive businesses merged in 2022, Gems Setra's vision is to connect our customers to their environment to create a safer, healthier, more sustainable world. Gems Sensors product offerings include a range of products that encompass liquid level, flow, and pressure sensors, miniature solenoid valves, proximity switches, and integrated fluid management solutions. The Setra Systems product line offers an extensive selection of high-quality sensing instruments for humidity, current, vacuum, energy, and pressure measurements. At the heart of our combined company's mission lies a shared dedication between Gems Sensors and Setra Systems to deliver high-quality sensing solutions, backed by reliable customer support on a global scale. As a part of Ralliant, we embrace a culture of innovation, driving progress and empowering advancements in the industries and customers we serve. We Are an Equal Opportunity Employer. Ralliant Corporation and all Ralliant Companies are proud to be equal opportunity employers. We value and encourage diversity and solicit applications from all qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity or expression, or other characteristics protected by law. Ralliant and all Ralliant Companies are also committed to providing reasonable accommodations for applicants with disabilities. Individuals who need a reasonable accommodation because of a disability for any part of the employment application process, please contact us at applyassistance@Ralliant.com. Bonus or Equity This position is also eligible for bonus as part of the total compensation package. Pay Range The salary range for this position (in local currency) is 81,200.00 - 150,800.00 Is this role subject to ITAR? The essential duties of this position require adherence to U.S. Government export control regulations. Accordingly, candidates must either be U.S. Persons (i.e., U.S. citizens, U.S. lawful permanent residents, or protected individuals as defined by 8 U.S.C. 1324b(a)(3)) or be prepared to collaborate with the company in securing the necessary U.S. government export authorizations. While the company encourages all interested applicants to apply, please be aware that ongoing employment is dependent upon obtaining the appropriate government export authorizations.

We are seeking an experienced HR Business Partner to join our Wilton, CT team and support the Development & Engineering (D&E) organization. In this role, you will serve as a strategic integrator between our employees, business leaders, and the HR organization. As a key member of the ASML HR team, you'll leverage your expertise to drive impactful initiatives across a dynamic business sector. This position requires a unique blend of technical knowledge, creativity, and interpersonal skills. Working at the cutting edge of technology means facing new challenges every day-and collaboration is the key to success. You'll thrive in a fast-paced, innovative environment where teamwork and knowledge sharing are essential. Role & Responsibilities Act as a trusted integrator among employees, business leaders, and the HR organization. Partner with internal and external recruiting teams to execute hiring plans. Coach managers through employee development processes, including leadership development, succession planning and helping create actionable development plans. Drive initiatives to enhance employee engagement and foster a positive organizational culture. Oversee complex employee relations issues, including investigation, analysis, and resolution; coach managers on conflict management and escalation handling. Guide managers and employees through annual HR cycles (performance management, salary planning, development programs). Deliver high-touch HR support and coaching to supervisors and managers. Support organizational change, workforce planning, and organizational design efforts. Serve as a credible sparring partner for senior leaders, providing insights on leadership and organizational effectiveness. Analyze HR data to identify trends and create actionable insights that improve engagement and business performance. Act as an advocate for employees and maintain strong awareness of workplace dynamics. Collaborate with Talent Development to design and facilitate workshops on HR programs and professional development. Lead special projects aligned with HR and business priorities. Perform other duties as assigned. Education & Experience BA/BS in Human Resources, Organizational Behavior, or related 8+ years of HR experience as an HR Business Partner with broad functional knowledge, established across a range of client groups. Acted as a coach and mentor to fellow HR professionals Experience in a matrixed and global, fast-paced technology organization. Proven ability to lead and deliver multiple people-focused projects (leadership development, talent management, change management, organizational design). Proven experience working as a coach and advisor to senior leaders Skills Strong analytical and IT skills (HRIS and MS Office Suite (Excel, PowerPoint, Word, Outlook). Customer-focused with a commitment to timely, effective support. Excellent communication and facilitation skills; confident presenting and leading workshops. High organizational sensitivity and ethical standards. Growth mindset with ability to adapt and step outside comfort zones. Independent, resourceful, and able to manage complexity. Physical Demands Ability to sit, walk, talk, hear, and use hands for keyboarding and handling materials. Occasional movement across campus. Frequent domestic and/or international travel as required (up to 10%). Visual acuity for close work, color differentiation, and depth perception. Moderate noise and temperature environment. Must be able to read and interpret data and interact effectively with others. Additional Responsibilities: There is potential for exposure to strong magnetic fields, high voltage and currents. This position requires access to controlled technology, as defined in the United States Export Administration Regulations (15 C.F.R. § 730, et seq.). Qualified candidates must be legally authorized to access such controlled technology prior to beginning work. Business demands may require ASML to proceed with candidates who are immediately eligible to access controlled technology. Inclusion and diversity ASML is an Equal Opportunity Employer that values and respects the importance of a diverse and inclusive workforce. It is the policy of the company to recruit, hire, train and promote persons in all job titles without regard to race, color, religion, sex, age, national origin, veteran status, disability, sexual orientation, or gender identity. We recognize that inclusion and diversity is a driving force in the success of our company. Need to know more about applying for a job at ASML? Read our frequently asked questions. Request an Accommodation ASML provides reasonable accommodations to applicants for ASML employment and ASML employees with disabilities. An accommodation is a change in work rules, facilities, or conditions which enable an individual with a disability to apply for a job, perform the essential functions of a job, and/or enjoy equal access to the benefits and privileges of employment. If you are in need of an accommodation to complete an application, participate in an interview, or otherwise participate in the employee pre-selection process, please send an email to USHR_Accommodation@asml.com to initiate the company's reasonable accommodation process. Please note: This email address is solely intended to provide a method for applicants to initiate ASML's process to request accommodation(s). Any recruitment questions should be directed to the designated Talent Acquisition member for the position.

Spectrum The Manager of HR Data & Reporting Analytics role is responsible for analyzing processes and data by extracting and analyzing complex data from various data warehouse environments. This position identifies and reports on trends and patterns found within the data, and makes recommendations for business and process improvement. This position will work with business users to understand requirements and expectations for permanent and ad hoc requests, to meet the analytical data needs of the business. MAJOR DUTIES AND RESPONSIBILITIES Actively and consistently support all efforts to simplify and enhance the customer experience. Demonstrate a consultative and client-oriented approach to the Data analysis and interpretation. Acquire data from primary or secondary data sources for use in analysis and trending. Identify, analyze and interpret trends or patterns in complex data sets. Interpret data and analyze results using statistical techniques and provide ongoing reports. Produce ad hoc reports to answer business questions quickly and thoroughly. Create reports and data driven presentations. Generate reports, charts and dashboards to allow management to track business information; provide links to department goals to evaluate progress Use data to create reports in Tableau, Excel, Power Point and other reporting tools Work closely with management to prioritize business and information needs. Work independently with internal clients to determine their reporting requirements. Investigate and perform root cause analysis. Define, document, implement and track process flows for all processes, procedures, and policies for the department. Interact with cross-functional teams to ensure business processes and rules are aligned, adjusting documentation accordingly. Document processes using Microsoft Office Suite of tools including Excel, PowerPoint, Access, etc. Interact with internal teams to ensure systems/tools are in accordance with business processes and rules; adjust systems/documentation accordingly. Perform a cross-functional role to facilitate business process changes with stakeholders in other departments; work with stakeholders to support the integration of new processes, into existing operations. Audit and recommend updates to existing methods, procedures and process documentation on an as needed basis. Participate in process requirements, planning and validation through operational testing to ensure plan changes meet business sponsor needs. Manage the process review and signoff of new methods and procedures. Support testing and roll out of all projects/process improvements that impact the department. Understand policies, procedures and practices for analysis of business performance and impact. Identify trends and occurrences in data and translate findings into various mediums including text, charts, graphs, displays and tables. Perform other duties as requested by management. REQUIRED QUALIFICATIONS Skills/Abilities and Knowledge Ability to read, write, speak and understand English Knowledge of HR database/reporting systems Strong written and verbal communication and presentation skills

Are you prepared to operationalize HR initiatives that drive organizational success? At Ralliant, where innovation meets excellence, we're seeking a Human Resources Business Partner (HRBP) to join our team. You'll collaborate closely with managers to tackle complex people challenges related to engagement, turnover, culture, talent and performance management. Your innovative problem-solving approach will be instrumental in shaping a culture of continuous improvement and inclusivity. By enabling manager capability and fostering an environment of growth, you'll play a crucial role in driving our mission and strategy forward. If you're ready to make a lasting impact in a dynamic and forward-thinking environment, we invite you to join us at Gems Setra (a Ralliant Company) **.** This role will be based in Plainville, CT, and will partner with people leaders and fellow HR colleagues. Join us in shaping the future of our company. **RESPONSIBILITIES:** Serve as both a strategic partner to business leaders and a visible onsite presence driving engagement, trust, and operational excellence: + **Employee Engagement:** Possesses an understanding of strategies and tactics to coach/partner with people leaders in fostering an inclusive culture and driving employee engagement within the workforce. Participates in problem solving efforts to understand root cause and co-develops the action plans with people leaders and teams to close the gaps. Proficient in understanding the engagement data and trends and suggesting and implementing initiatives to enhance employee engagement, retention, and productivity. + **Performance Management:** provides consultation to people leaders regarding goal setting and the full lifecycle of performance management inclusive of annual processes, feedback and coaching as part of the ongoing performance management inclusive of performance improvement plan consultation. + **Employee Relations and Experience:** Providing guidance and support to managers on interpretation of HR policies, procedures, and best practices to promote an engaging and productive work environment and mitigate potential risks. Works closely with people leaders to coach through employee relations matters that may arise. May work closely with ER COE on workplace investigation inputs and countermeasure implementation. + **Workforce Planning:** Exhibits proficiency in workforce planning methodologies and tools to anticipate future talent needs and align workforce plans with organizational objectives. Works closely with people leaders on multiple types of workforce actions, inclusive of ramp-up, acquisitions and single role eliminations, group restructuring in alignment with shifting business strategy. Coaches leaders through organizational talent assessment. Capable of analyzing workforce data to inform manager and business decision-making and optimize resource allocation. + **Builds Manager Capability in Talent Management:** Possesses knowledge to equip managers with the necessary skills and tools to effectively select, develop, and retain top talent through the Organizational Talent Assessment/Talent Review process and related operating cadence. Coach leaders on the appropriate development solutions for key talent and appropriate tools to conduct talent and development planning. In partnership with the TA organization, involved in coaching people leaders on talent selection decisions. In partnership with the COE, may be called on to design (enabled by technology) and deliver training programs and resources to enhance manager capability in talent management practices. **YOU WILL BE SUCCESSFUL IN THIS ROLE IF YOU HAVE:** **Basic Qualifications:** + 5 years of experience in the Human Resources, Talent Management function, or other relevant experience + Exhibits autonomy and proven experience solving complex people problems such as engagement, employee relations and turnover; takes a new perspective on existing solutions; exercises judgment based on the analysis of multiple sources of information. + Demonstrated impact across a range of clients, business operations and leading cross-functional projects, managing risk and resources; has delivered results working within broad guidelines and policies. + Trusted resource to people leader and HR colleagues and works well across the organization with cross-functional colleagues to deliver solutions. + Explains difficult or sensitive information to people leaders and employees; works to build consensus. + Leverages data to make decisions. + Takes a hands-on approach with high attention to detail. **Preferred Qualifications:** + Experience supporting a manufacturing or operations-based environment preferred. + Demonstrated achievement for impact in coaching, influencing and problem solving with various levels of leadership. + In depth knowledge of organizational design, talent management, employee relations, compensation, employee engagement, change management, learning and performance management. + Understands the drivers of business. + Proven project management and execution skills, with a track record of influencing through data-driven recommendations. + Experience working in team environment with multiple time zones. + Proficient in Oracle HCM systems \#LI-JW2 **Ralliant Corporation Overview** Ralliant, originally part of Fortive, now stands as a bold, independent public company driving innovation at the forefront of precision technology. With a global footprint and a legacy of excellence, we empower engineers to bring next-generation breakthroughs to life - faster, smarter, and more reliably. Our high-performance instruments, sensors, and subsystems fuel mission-critical advancements across industries, enabling real-world impact where it matters most. At Ralliant we're building the future, together with those driven to push boundaries, solve complex problems, and leave a lasting mark on the world. We Are an Equal Opportunity Employer Ralliant Corporation and all Ralliant Companies are proud to be equal opportunity employers. We value and encourage diversity and solicit applications from all qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity or expression, or other characteristics protected by law. Ralliant and all Ralliant Companies are also committed to providing reasonable accommodations for applicants with disabilities. Individuals who need a reasonable accommodation because of a disability for any part of the employment application process, please contact us at applyassistance@Ralliant.com. **About Gems Setra** Gems Setra is a leading global supplier of sensing and monitoring technologies, operating within the Precision Technologies platform of Ralliant Corporation. Through our comprehensive portfolio of premium sensing products, we deliver solutions to customer problems and challenges. As two Fortive businesses merged in 2022, Gems Setra's vision is to connect our customers to their environment to create a safer, healthier, more sustainable world. Gems Sensors product offerings include a range of products that encompass liquid level, flow, and pressure sensors, miniature solenoid valves, proximity switches, and integrated fluid management solutions. The Setra Systems product line offers an extensive selection of high-quality sensing instruments for humidity, current, vacuum, energy, and pressure measurements. At the heart of our combined company's mission lies a shared dedication between Gems Sensors and Setra Systems to deliver high-quality sensing solutions, backed by reliable customer support on a global scale. As a part of Ralliant, we embrace a culture of innovation, driving progress and empowering advancements in the industries and customers we serve. We Are an Equal Opportunity Employer. Ralliant Corporation and all Ralliant Companies are proud to be equal opportunity employers. We value and encourage diversity and solicit applications from all qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity or expression, or other characteristics protected by law. Ralliant and all Ralliant Companies are also committed to providing reasonable accommodations for applicants with disabilities. Individuals who need a reasonable accommodation because of a disability for any part of the employment application process, please contact us at applyassistance@Ralliant.com. **Bonus or Equity** This position is also eligible for bonus as part of the total compensation package. **Pay Range** The salary range for this position (in local currency) is 81,200.00 - 150,800.00 **Is this role subject to ITAR?** The essential duties of this position require adherence to U.S. Government export control regulations. Accordingly, candidates must either be U.S. Persons (i.e., U.S. citizens, U.S. lawful permanent residents, or protected individuals as defined by 8 U.S.C. 1324b(a)(3)) or be prepared to collaborate with the company in securing the necessary U.S. government export authorizations. While the company encourages all interested applicants to apply, please be aware that ongoing employment is dependent upon obtaining the appropriate government export authorizations.

Job Description Human Resource Director SHRM-CP, SPHR, or PHR certification preferred Full-Time, Exempt Stokes Counseling Services On-site Company Stokes Counseling Services is the largest mental health private practice in Connecticut. Our practice comprises a diverse team of licensed clinicians and medication management professionals who specialize in providing comprehensive mental health services, focusing particularly on the treatment of depression, anxiety, and PTSD. We adopt a holistic approach to treatment, offering individual, group, and family therapy options to ensure our patient's needs are met effectively. Our unwavering commitment lies in delivering exceptional care to our patients while fostering a supportive environment for our dedicated clinicians. Stokes Counseling Services is seeking a Human Resources Director to be a strategic partner working as a member of the Stokes Counseling executive team. This is a full-time, exempt position that is based in our main office in Naugatuck, CT. At Stokes Counseling, we recognize that people are the business, and we are looking for a dynamic leader to help build a best-in-class People organization to support our existing workforce and our future growth initiatives. This leader will be pivotal to the success of our workforce and our business as a whole. We need someone who is just as passionate about the culture as they are about their core responsibilities as an HR Leader. The ideal candidate is a builder -- Someone who can come in with a willingness and an ability to build HR Operations and Programs. You will own and heavily influence everything from Career Mapping and Performance Management programs, to bonus & incentive planning and employee onboarding/offboarding. Responsibilities Leading all tactical and strategic HR initiatives throughout the organization Developing strategic HR initiatives including total rewards strategy, compensation philosophy, HR team growth, and expansion into new locations and business lines Supporting leadership and managers by designing performance management processes and metrics and providing management feedback and development opportunities Implementing and executing HR processes related to reporting, employee handbook updates, compliance, training, and overall employee lifecycle management Management of existing HR programs including but not limited to leaves of absence, 401k, health insurance, open enrollment, workers' compensation, accommodations, promotions, and employee rewards programs Partnering with the leadership team in designing goals and roadmap for long-term organizational growth strategy Requirements Experience owning HR Operations in a high-growth, fast-paced environment with the ability to lead an organization of 250+ employees Experience leading the HR function in a healthcare organization At least 7 years of HR Generalist or Business Partner experience Expertise in federal and local compliance regulations and reporting requirements Strong capacity in leading HR decision-making and supporting the broader leadership team in decision-making for organizational growth Experience in building compensation philosophy in conjunction with performance management strategies Enthusiasm for coaching, manager development, and building Ability to work on-site at the main office in Naugatuck, CT Nice-to-have Experience leading the HR function at a mental health organization Strong business partnership: able to establish credibility and rapport with operating leaders Experience managing teams SHRM-CP, SPHR, or PHR certification preferred Salary 90k-120k Benefits 401(k) after 1 year of service Health insurance Paid time off Powered by JazzHR lTfW5PUsBd

OMG, Inc. is a leading manufacturer of fastening products and technologies for the commercial roofing and other construction industries worldwide. Based in Massachusetts, with manufacturing facilities in Agawam, MA, Addison, IL, Asheville, NC, and Rockford MN, OMG is an equal opportunity employer valuing integrity, teamwork, diversity, trust, respect, communication, accountability, proactive performance and a passion for excellence! APPLY

Salary: $66,500 - 70,000 For over 60 years, Abilities First has been a trusted provider of education, vocation, residential and support programs in the Hudson Valley serving over 1400 people with intellectual and developmental disabilities and their families. Committed to inclusion, Abilities First seeks to break down the barriers between people with and without disabilities, envisioning a world where all people are recognized and valued for their Abilities First. Abilities First recognizes the value of diverse experiences, identities, and backgrounds, and does not discriminate in hiring. We are inclusive, welcoming, and supportive of people of varying abilities, races, ethnicities, religions, socio-economic status, gender, and gender identities. Abilities First is proud to be an equal opportunity employer. POSITION SUMMARY The Human Resources Manager will support strategies that contribute to organizational success in selecting, engaging and developing employees, improving performance, and enhancing the experiences of the people we serve. The HR Manager is responsible for communicating with staff regarding workplace concerns, conducting investigations where warranted, and supporting program administrators with employee relations. This position will advise on policies, regulations, federal and state laws, union interactions, and disciplinary matters. POSITION STANDARDS Will act as the primary point of contact with staff regarding any workplace concerns they may have, performing intake of any reports and returning to program or performing investigation. Conducts complete investigations related to allegations that fall under Human Resources, such as discrimination and sexual harassment. Informs management of HR investigation outcome, assists them with disciplinary measures as needed. Advises administrators on disciplinary measures as needed related to employee performance deficiencies and misconduct. Submits Corrective Action Plan follow up to Quality Assurance after incident closure. May assist in training management staff on various policies and procedures, i.e., leaves of absence, disciplinary actions, etc. May attend departmental meetings to familiarize staff with various policies and procedures. Acts as the HR representative to various department staff/liaison committee meetings to facilitate effective interpersonal communication among employees and management. Maintains working relationship with union officers and adheres to terms of labor contract, ensuring compliance with departments by implementing policies concerning wages, hours and working conditions. Advises management on contract to assist with compliance. Will assist with employee development efforts across the agency. Assist management staff with performance management and guidance for completing performance evaluations. Provide direction to Recruiters, increase recruitment efficiencies, and develop practices in support of employee retention and positive employee experience. Provide guidance to Recruiters with job analysis and assessment, ensuring hiring practices include RJP's and ensure job descriptions are reviewed and updated regularly. May prepare reports and analyze data as directed. Represents Abilities First, Inc. in a positive and professional manner. Performs appropriate job-related activities as required by the immediate supervisor or as circumstances warrant. Ensures that all communication is handled appropriately and confidentially. Demonstrates proficiency in all goals and skillsets required, on which performance will be evaluated. Ensures all training and certifications required are current, and seeks further support and training where needed. Follows all agency policy and procedures and demonstrates continuous regard to personal safety and the safety of others. This is a full-time position eligible for these benefits: Vacation, sick, personal, and holiday time off Health, Dental, and Vision Insurance options Retirement savings options with 403(b) plan Employer paid life insurance Tuition reimbursement On Demand Payment - access your earnings as early as the next day Discounts with Verizon, AT&T, Royal Carting, etc. And More! Requirements Bachelor's degree in business or related field; in lieu of degree, a combination of experience and education may be deemed acceptable by the Director. Minimum 3 years' experience working in Human Resources; experience must include workplace investigations and delivery of administrative actions. Supervisory experience preferred. Requires excellent verbal and written communication skills. Requires excellent analytical, organizational and computer skills, with the ability to work with strict confidentiality. PHR / SHRM-CP preferred. Current, valid, NYS driver's license deemed acceptable by agency insurance carrier; reliable transportation to visit agency locations as needed.

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

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

Under the administrative direction of the Mayor or his or her designee, plans, organizes, administers, monitors and ensures compliance with the City's human resources, civil service, labor relations and benefits administration programs as outlined in the City Charter, Municipal Code and Connecticut General Statutes. Directs all activities of the City's human resources program relating to employee selection as prescribed in Chapter VIII, Section 5(e) of the City Charter, including, but not limited to, the publication of announcements, the conduct of competitive examinations, the maintenance of eligibility lists, the certification of eligibles, and the authorization of temporary appointments. Develops, implements and administers comprehensive human resources management programs, policies, guidelines, procedures and practices that are consistent and in compliance with City Charter provisions, state and federal requirements and sound professional principles and practices. Directs the maintenance of classification and pay plans for City employees. Directs the maintenance of employee records, including record retention, and the development and management of electronic information pertaining to employees' classification and employment history. Certifies all appointments and promotions of employees in the classified service as to the propriety of their appointment and employment. Identifies needs and develops training and education programs for City employees. Prepares and monitors the department budget and presents to the Mayor and Court of Common Council. Periodically reviews the operation and effect of the personnel provisions of the City Charter, Municipal Code and the Personnel Rules and Regulations and recommends needed revisions. At the direction of the Mayor negotiates labor contracts. Directs the administration of labor contract compliance. Advises elected executives, directors and others on labor relations and employee relations matters, including grievance and arbitration procedures and actions. Works with managers and labor organizations to resolve labor issues. Develops new programs, policies and procedures for improving the quality and efficiency of the City's work force, and ensures that all programs, policies and procedures are administered in a fair and equitable manner. Develops and administers affirmative action and diversity programs, and directs the investigation and resolution of discrimination and other complaints. Directs the City's employment benefits including but not limited to, group medical and dental insurance, life insurance, family and medical leave management, and unemployment benefits. Performs related work as required. DISTINGUISHING CHARACTERISTICS This position is in the classified, non-union service and incumbent is appointed by the Mayor through an open competitive examination in accordance with Chapter VIII, Section 5(e), Subsections (1) and (3)(iii) of the City Charter. Incumbents are required to obtain Hartford Residency within six (6) months of appointment to the position in accordance with Article XVIII, Section 2-850 of the Municipal Code, and you will be required to maintain Hartford residency for the duration of your appointment. The City of Hartford is seeking candidates for this role with: Thorough Knowledge of: * Principles of public human resources administration, labor relations, and benefits administration and the techniques utilized in these fields. * Recognized standards of merit system administration and their operating requirements. * Principles and practices of labor management relations, including negotiations and contract administration. * Federal, state and local laws and regulations pertaining to civil service, human resource management and benefits administration. * Principles and practices of public administration including budgeting, purchasing, and maintenance of public records. * Current trends and practices in human resource management. * Principles and practices of effective management and supervision of staff. Ability to: * Lead, plan, direct and supervise the activities of the City's human resources, civil service labor relations and benefits administration programs. * Develop and execute strategic objectives and supporting work plans and make sound recommendations on complex human resource management issues. * Exercise tact and diplomacy in dealing with sensitive, complex, and confidential issues and situations. * Understand and apply City, state and federal law, policy, regulations and court decisions governing the City's human resource management programs. * Represent the City effectively in negotiations and other dealings with employees and labor organizations on various issues. * Prepare clear, concise and comprehensive reports, studies and other written materials. * Communicate effectively both orally and in writing. * Establish and maintain effective working relationships with departmental officials, subordinates, employees and their representatives, professional groups and the general public. Open to all applicants who meet the following qualifications: Graduation from an accredited college or university with a Bachelor's degree in a field related to Human Resources Management, Public Administration, Labor or Industrial Relations, Business Administration, or a closely related field, AND five (5) years of progressively responsible experience in human resources management or labor relations, which includes the supervision of professional staff in such activities. Wherever possible, an equivalent combination of training and experience deemed sufficient to perform the duties of the position will be considered. A Master's Degree in Human Resources Management or a related field as noted above is preferred. LICENSES; CERTIFICATIONS; SPECIAL REQUIREMENTS A valid driver's license may be required for certain assignments. A copy of this license must be submitted with your application. PHYSICAL DEMANDS AND WORKING CONDITIONS Work is performed primarily in an office environment with some travel to different sites; incumbents may be required to work extended hours including evenings and weekends. RESIDENCY REQUIREMENT In accordance with Article XVIII, Section 2-850 of the Municipal Code, you must establish Hartford residency within six (6) months of appointment, and you will be required to maintain Hartford residency for the duration of your appointment. A COPY OF YOUR DEGREE OR TRANSCRIPT MUST BE SUBMITTED WITH YOUR APPLICATION. A DEGREE OR TRANSCRIPT SUBMITTED WILL BE VERIFIED BY THE HUMAN RESOURCES DEPARTMENT. APPLICATION MUST BE COMPLETED IN ITS ENTIRETY, INCLUDING REQUIRED DOCUMENTATION. APPLICATIONS WITHOUT PROPER DOCUMENTATION SHALL RESULT IN YOUR DISQUALIFICATION. APPLICATIONS VIA FACSIMILE OR EMAIL ARE NOT ACCEPTED If selected, you will be required to pass a physical examination administered by a City physician, a drug and alcohol screening examination, and a background check. If appointed, you will serve 3-12 months of probation. This examination and employment process is subject to all federal, state, and municipal laws, rules and regulations. ALL CORRESPONDENCE AND INFORMATION CONCERNING THE APPLICATION AND TESTING PROCESS WILL OCCUR THROUGH EMAIL, UNLESS OTHERWISE REQUESTED AT THE TIME OF APPLICATION. IN ADDITION TO YOUR INBOX, PLEASE BE SURE TO CHECK YOUR JUNK AND SPAM EMAIL FOR ALL RECRUITMENT COMMUNICATION. VETERAN'S PREFERENCE: Preferential Points may be given to Eligible Veterans. Must submit a Veteran's Preference Form along with a DD214 and Disability letter (if applicable) from the Office of Veteran's Affairs. The Human Resources Department provides reasonable accommodation to persons with disabilities in accordance with the Americans with Disabilities Act (ADA). If you need an accommodation in the application or testing process, please contact the Human Resources Department. AN AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYER The City of Hartford is an equal opportunity/affirmative action employer and strongly encourages the applications of women, minorities, veterans and persons with disabilities.

The Human Resources Director for Faculty Affairs has a strong background in human resources and plays a crucial role in supporting the academic mission of Sacred Heart University. The incumbent is a member of the Academic Affairs Leadership Council (AALC) and is responsible for overseeing all aspects of faculty affairs, ensuring the recruitment and retention of a highly qualified and diverse faculty body. The Human Resources Director for Faculty Affairs collaborates with various stakeholders, including academic departments, faculty committees, and university administration, to foster a positive and inclusive academic environment that promotes teaching excellence, research productivity, and faculty growth. Principal Duties & Responsibilities Leadership, Management, and Strategic Planning Provides counsel to the Provost and members of the AALC on all faculty-related personnel matters. Collaborates with University leadership to align faculty affairs initiatives with the institution's strategic goals and priorities. Provides leadership in identifying emerging trends and best practices in faculty recruitment and retention. Supervises the Faculty Affairs Coordinator, who is responsible for operational activities including onboarding all new faculty, maintaining the HRIS database for faculty, supporting faculty recruitment processes, managing the adjunct and overload payroll process, and coordinating with payroll to ensure all faculty are paid properly. As ex officio member of the Faculty Handbook and Governance Committee, lead the ongoing review, revision, and implementation of changes to the Faculty Handbook and the shared governance structure. Works closely with the shared governance (currently University Academic Assembly (UAA)) officers and committees to maintain productive, positive relationships and open lines of communication. Collaborates with the Office for Inclusive Excellence to continually strive to create an inclusive environment for faculty via policies, procedures, and processes related to faculty, to reflect SHU's commitment to inclusivity. Collaborates with Academic Affairs senior leaders, deans, associate deans, and stakeholders in matters related to faculty personnel, interpreting provisions of the Faculty Handbook, SHU Human Resources Policies as they apply to faculty, and other related areas crucial to achieving University goals and objectives. Faculty Recruitment and Hiring Provide HR support to Academic Affairs leadership searches conducted through retained search firms and as assigned. Collaborate with academic departments to identify faculty needs and job ads, ensuring compliance with university policies and relevant regulations throughout the search process. Provide search committee training and support Faculty Policies, Procedures, and Compliance Oversees the implementation of all faculty personnel processes, policies, and procedures. Provides leadership to revise or develop new faculty personnel processes, policies, and procedures consistent with the mission and strategic goals of Human Resources, the Academic Affairs division, the University, and maintains compliance with Federal and State employment laws. Partners with appropriate Human Resources partners to provide oversight over all personnel processes related to faculty, academic affairs administrators, and staff within the Academic Affairs Division, including, but not limited to, recruitment, appointment/reappointment, tenure and/or promotion, faculty benefit and compensation plan implementation, faculty performance evaluation processes (annual, mid-tenure review, etc.), paid and unpaid leaves, retirement programs, and termination processes. Participates in Title VII and IX complaints/investigations as they relate to faculty. Oversees employee relations matters related to faculty, including performance improvement, corrective action, grievances, termination, and/or layoffs. Coordinates with the university appointed immigration attorney to submit applications for working visas and permanent residence for faculty who require work authorization. Implements smooth termination processes for resignations and negotiated terminations of faculty members. Collaborate with Human Resources partners to ensure all separating faculty are appropriately compensated, benefits are terminated or transitioned, and SHU property is returned. Provide guidance to faculty and academic departments on matters such as leaves of absence, sabbaticals, workload assignments, and faculty grievances. Maintain an up-to-date understanding of relevant laws, regulations, and policies related to faculty employment and academic affairs. Plan and conduct workshops for faculty, department chairs/program directors, and deans on all faculty-related personnel processes and development as appropriate. Faculty Relations and Engagement Serve as a resource for faculty concerns, grievances, and conflict resolution. Promote faculty engagement in shared governance, encouraging participation in faculty committees and university-wide initiatives. Foster positive faculty relations and facilitate open lines of communication. Faculty Data Management Acts in the capacity of System Administrator of Watermark for the Faculty Success and Workflow modules. Updates administrative data, creates and launches workflows, and makes training available for faculty and deans. Generate reports and analyze faculty data to inform decision-making and strategic planning processes. Oversee the maintenance of accurate and up-to-date faculty records. Other duties as assigned Knowledge, Skills, Abilities, & Other Attributes A bachelor's or master's degree in human resources, business administration, or a related field, or equivalent experience. Extensive knowledge (10+ years) and experience in human resources management, preferably in a higher education or academic setting. Strong leadership and interpersonal skills, with the ability to work effectively with diverse stakeholders. Excellent organizational and project management skills, including the ability to manage multiple priorities and meet deadlines in a timely manner. Effective communication skills, both written and verbal, with the ability to articulate complex ideas clearly and concisely. Commitment to promoting and supporting the mission of the University and the Office of Inclusive Excellence. Knowledge of employment laws and practices, including but not limited to Title VI, VII, Title IX, ERISA, EEO, FMLA, and ADA. Strong computer skills with a focus on Microsoft Office (Word, Excel, Outlook, PowerPoint) in a Windows-based environment. Experience with Dayforce and Watermark's Faculty Success and Workflow modules is ideal. Evidence of the practice of high levels of confidentiality and discretion. Unusual Working Conditions Extra work hours may be necessary as required by special projects, workload, or deadlines.