Human resources manager jobs in Binghamton, NY - 1,987 jobs

VP of Human Resources - Join a Growing Team at Nadler Modular! Job Type: Full Time The Vice President of Human Resources (VP of HR) serves as the senior people and culture leader for the organization. This role is responsible for setting and executing the company's HR strategy while also owning the hands-on execution of all core HR functions. As the senior HR leader, the VP of HR partners closely with the CEO and executive team to scale the organization, mitigate risk, and align people strategy with business objectives. This position requires executive-level judgment, strong business acumen, and the ability to build and scale an HR function in a fast-growing, multi-state environment. While the role will initially operate without direct reports, the VP of HR is expected to design a scalable HR infrastructure and grow the HR team as the company expands. Key Responsibilities Serve as a strategic advisor and coach to the CEO and executive team on organizational effectiveness, talent strategy, and risk management. Develop and execute a scalable HR strategy aligned with business growth and operational goals. Build, own, and continuously improve all HR functions, including recruiting, onboarding, employee relations, compliance, performance management, and offboarding. Design and lead the company's annual performance management process, leadership development efforts, and succession planning. Ensure compliance with all federal, state, and local employment laws across a multi-state, remote workforce; proactively identify and mitigate risk. Lead complex employee relations matters, investigations, and executive-level coaching conversations. Develop and maintain HR policies, procedures, and employee handbook documentation. Oversee compensation and benefits strategy, including vendor management and market benchmarking. Design and implement initiatives to drive employee engagement, retention, and professional development. Establish HR metrics and reporting to support data-driven decision-making. Design an HR team structure and roadmap to support future growth; hire and lead HR staff as the organization scales. Remain hands-on with HR administration and execution as a department of one until additional staff are added. Qualifications & Experience Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred HR certification (SPHR, SHRM-SCP) strongly preferred 10+ years of progressive HR experience, including senior or executive-level HR leadership Demonstrated experience building and scaling an HR function in a small, fast-growing organization. Proven ability to support executives, influence leadership decisions, and build strong relationships at all levels of the organization; Experience partnering with and coaching executives and senior leaders. Strong business acumen with the ability to align people strategy to business outcomes. Deep knowledge of federal and multi-state employment law and compliance. Comfort operating both strategically and tactically in an evolving environment. Excellent verbal and written communication skills with the ability to convey complex information clearly and diplomatically. Strong problem-solving skills and the ability to handle sensitive situations with discretion and sound judgment. Equal Opportunity Employer

Our client, a rapidly growing real estate development and technology-driven housing company, is seeking a highly organized and proactive HR Coordinator. This role will work closely with the Head of Talent, providing ranging HR support, along with the day-to-day office logistics. This is a collaborative role that touches many areas of the organization. Strong communication skills, professionalism, and flexibility are essential. The ideal candidate must have a roll-up-your-sleeves mentality. This is a fast-paced, high-ownership position, and a fantastic opportunity to help contribute to growth at a mission-driven firm. RESPONSIBILITIES: Help take point on employee questions around HR topics, benefits, policies, and procedures Handle new hire onboarding logistics, including background checks, paperwork, and system and technology setup Keep employee records up to date in the HRIS system, with a focus on accuracy and confidentiality Support payroll by managing time-off requests, employee updates, and required documentation Coordinate benefits enrollments, changes, and employee communications, ensuring compliance with employment laws and HR best practices Manage offboarding, including exit interviews, final paperwork, and access removal Help manage CRM systems and tech platforms Assist in creation of job descriptions and postings, help manage outsourced recruiting partners, screening candidates for junior roles, coordinating interviews and closing out candidates Manage incoming mail, deliveries, and make post office runs Answer the door and greet visitors Ensure the kitchen is stocked with food and the offices/bathrooms are fully stocked with amenities Coordinate team lunches and events, volunteering, promotions and employee apparel Coordinate with vendors around building maintenance, cleaning, and alarm Provide basic IT support and coordinate with external IT vendors Manage software subscriptions and licenses Handle ongoing special assignments as needed Maintain flexibility and availability to provide after-hours support if needed REQUIREMENTS: 2-5+ years of experience in an HR coordinator or HR support role - out of a start-up, real estate, or finance is ideal, along with exposure to recruitment Ability to take ownership Strong organizational skills and attention to detail A flexible, “no task too small” attitude Great written and verbal communication Proficiency with Microsoft Office Suite (Excel, Word, PowerPoint, Outlook) Experience or exposure to CRM systems and platforms such as: Lever, Ramp, Insperity, My2N and Alarm Able to see around corners, connect dots, and anticipate needed before it's requested Comfortable working in ambiguity, energized by solving problems in real time Meticulous, fast, and unflappable Operate with discretion and sound judgment; trusted to handle sensitive information with care Bachelor's degree required SALARY: $85-$120K (DOE) + Benefits + 401K + Equity + Weekly lunches and other perks! HOURS: 9:00am - 6:30/7:00pm, with flexibility as needed This role will offer WFH on Fridays during the summer, as well as a WFH option 1-2x/month for the rest of the year Successful candidate will have a 24/7 mentality

We are seeking an experienced Senior Director, Human Resources to serve as a trusted advisor to executive leadership and a strong operator across core HR functions. This role blends strategic leadership with hands‑on execution and is suited for an HR leader with sound judgment, presence, and the ability to navigate complex employee matters with confidence. The Senior Director will partner closely with the VP, People to execute people strategy, strengthen employee relations, and ensure HR practices support high‑performance, culture, innovation, and sustainable growth across an evolving on‑site, hybrid, and remote workforce. Primary Responsibilities HR Leadership & Business Partnership Act as a strategic HR partner to leaders, providing guidance on employee relations, performance management, workforce planning, organizational design, and evolving ways of working. Serve as a senior advisor on organizational effectiveness, leadership capability, innovation, and change. Translate business priorities into practical, scalable people practices, governance, and operating models that support growth and flexibility. Coach managers on leadership effectiveness, difficult conversations, and building high‑performing teams. Employee Relations & Performance Own employee relations matters of all levels of complexity, including investigations, conflict resolution, performance management, and separations. Independently assess risk, recommend outcomes, and partner with leadership and Legal on sensitive cases. Ensure consistent, fair, and legally sound application of policies and performance standards across all work arrangements. Compliance & Risk Management Own compliance with federal, state, and local employment laws and regulations for a primarily on‑site NY/NYC based workforce, as well as a multi‑state hybrid and remote employee population (including California). Partner with Legal on investigations, claims, and policy updates. Maintain accurate personnel records and HR documentation. HR Operations Oversee core HR processes including onboarding, offboarding, performance reviews, with compensation administration, and benefits coordination. Partner with Payroll and Finance to ensure accurate employee data and compensation execution. Continuously improve HR processes, systems, and tools to support efficiency, innovation, and a strong employee experience across on‑site and hybrid environments. Talent, Culture & Change Management Provide HR leadership across a diverse employee population, including creative professionals, corporate teams, and warehouse or frontline employees. Support engagement, retention, and succession planning initiatives. Design, support, and evolve learning, development, and mentorship programs that strengthen leadership capability, career growth, and internal mobility. Partner with leaders to foster a culture of continuous learning, feedback, and innovation. Ensure proactive external networking to build talent pipelines and support brand‑right community outreach aligned with the company's values and growth priorities. Champion company culture and create and deliver values‑based programs. Lead people aspects of change initiatives related to growth, restructuring, innovation, or new programs. Qualifications/Ideal Experience 10+ years of progressive HR leadership experience, including Senior Director or enterprise‑level roles. Demonstrated experience independently leading complex employee relations matters. Strong knowledge of employment law and HR best practices, with depth in New York and exposure to California compliance. Experience supporting on‑site, hybrid, and multi‑state workforces. Proven ability to work effectively across both professional and operational employee populations. Ability to influence and operate both strategically and tactically in a growing, innovative organization. Strong executive presence with excellent communication and influencing skills. Experience partnering closely with Legal, Finance, and senior leadership. Bachelor's degree required; HR certification preferred. A steady, confident HR leader with strong judgment and a bias toward resolution. Someone who is hands‑on, decisive, and comfortable owning outcomes. A collaborative partner who can influence, challenge thoughtfully, and drive continuous improvement. Job Type Full‑time; hybrid role; NYC based (Maspeth, Queens Distribution Center and Industry City Brooklyn office spaces). Salary $180,000 - $215,000 annually + Discretionary Bonus Benefits Medical, Dental & Vision Insurance Benefits (day1). 401(k) with Company Match. Company Paid Life Insurance Benefit. Voluntary Supplemental Insurance Benefits (STD, LTD, Accident, Critical Illness). Unlimited Paid Time Off (Exempt & FT). Tuition Reimbursement. The above statements describe the general nature of work being performed in this role, they are not an exhaustive list of all responsibilities, duties and skills required. Additional responsibilities may be required from time to time. As an Equal Opportunity Employer, qualified applicants will receive consideration for employment without regard to race, sex, disability, veteran, or other protected status. For details on how we protect your information when you apply, please see Applicant and Candidate Privacy Policy. Moda Operandi is an e‑commerce platform transforming the way people discover and shop for designer fashion. Through its innovative mix of commerce and content, Moda allows women to shop for what's new and what's next in designer fashion from the world's leading emerging designers and luxury brands. Founded in 2010, Moda Operandi's mission is to make it easy for designers to grow their businesses and consumers to realize their personal style. Today, Moda's platform carries more than 1,000 brands and designers across fashion, fine jewelry, home and beauty, shipping to customers around the world. #J-18808-Ljbffr

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

People Operations Manager Allentown, PA ISC's team of Manufacturing Recruiters is partnering with a medium-size global Chemical company to identify a driven and innovative People Operations Manager. They are located about 50 miles from Philadelphia city center. This is an onsite role The People Operations Manager will be responsible for overseeing all HR functions, ensuring smooth operations, legal compliance, employee development, and a positive work culture. They will develop and implement HR policies and initiatives aligned with business goals to improve organizational effectiveness. Exceptional and fun company to work for with a great culture and exciting products! Tons of growth potential! MUST HAVE 6+ YEARS' EXPERIENCE LEADING ALL ASPECTS OF HR IN A MANUFACTURING ENVIRONMENT People Operations Manager Qualifications: Bachelor's Degree preferred but not required; SHRM or PHR preferred 6+ years of HR experience, including 5+ years leading HR in a manufacturing environment Proven track record managing all HR functions, fostering culture, and supporting employee growth Ensure compliance and align HR strategy with business goals Skilled in developing HR policies to boost efficiency Designs and implements training programs Built and led successful HR teams Experienced with 24/7 shift-based operations HRIS experience Approachable, driven, tech savvy, collaborative, hands-on, outgoing, positive, innovative, strategic People Operations Manager - our client offers: Truly exciting work environment with extremely low turnover rate and state-of-the-art facilities Collaborative, innovative, and passionate team Extensive training and lots of room for growth $125-175k base salary DOE, bonus, Medical, Dental, Vision, Life, 401k, Vacation, PTO, Gyms, Shower/Locker rooms, Game rooms People Operations Manager Responsibilities: Serve as liaison between employees and management, resolving issues and interpreting policies Oversee core HR functions: hiring, compensation, labor relations, and policy administration Drive HR strategies to enhance efficiency, culture, and retention Manage benefits, handle claims, and evaluate competitive offerings Ensure legal compliance and handle complex employee relations Lead full-cycle recruitment, onboarding, and process improvements Address staffing issues, terminations, and performance management Support training, development, and manager coaching Maintain accurate reporting and compliance with employment laws

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

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

About WFS Join our Worldwide Flight Services family and contribute to the timely delivery of cargo shipment, luggage, business to customer delivery, and on-time flights while operating safely and securely. We perform at the highest level for our customers every day and strive to be an exceptional leader in our industry with our teams of cargo, passenger, ramp handling, and technical service experts in 164 airport locations, 18 countries, and on 5 continents. Are you ready to take off on your next career with us? Job Summary The Compliance Manager, HR Administration is responsible for ensuring the organization adheres to laws, regulations, and internal policies specifically around payroll, employment tax, and compensation. Responsibilities Supports VP, HR Administration in creating, implementing and updating compliance policies and procedures to ensure adherence to legal and regulatory requirements. This includes researching relevant laws and consulting with various departments/operation to draft clear and actionable policies. Responsible for development of Standard Operating Procedures (SOP) for new policies and processes established by this role. Ensure Standard Operating Procedures (SOP) are in place for all departments. Parter with payroll, time and attendance teams to support the Lines of Business operation to ensure best practices are in place and utilized for pay practices. Work with HRIS and Time and Attendance teams to ensure quarterly system access review has been completed Owner of yearend process meeting and maintenance of checklist responsibilities Leads investigations into potential compliance breaches, works with stakeholders to address issues and develop preventive steps for the future. Monitor and stay current with changes in laws and regulations to but not limited to federal, state and local wage and hour, port authority, HTA and union. Regularly reviews and performs auditing practices for payroll, tax, timekeeping, and compensation to evaluate the effectiveness of current processes, identify gaps, and ensure the organization meets compliance standards. Develop and administer training to educate department heads and teams about compliance policies, regulatory standards, and changes. Primary audit liaison with regulatory bodies; provides support on special projects and issue resolution. Minimum Requirements 10+ years of payroll experience Bachelor's degree in business, law, finance or related field FPC, CPP or CCEP certification required Preferred Skills Policy development Compliance research/monitoring Training development Regulatory knowledge Analytical Skills Attention to detail Strong communication skills Physical Requirements/Working Conditions Remain in a stationary position 50% of the time. Occasionally move about inside the office to access file cabinets, office machinery, etc. Constantly operates a computer and other office productivity machinery such as a calculator, copy machine and computer printer. Walk short distances. Reach above and/or below shoulder. Handle/grasp documents or office equipment. Sit and/or stand for short or extended periods of time. Lift/carry/move objects, files and documents up to 10 pounds. Work in an office environment using standard office equipment. Talk, listen, and speak clearly on telephone. Maintain regular and punctual attendance consistent with the ADA, FMLA, and other federal, state, and local standards. Perks & Benefits Want your pay in advance? Access your pay when you need it through DailyPay app! Are you a top performer who thrives on recognition? On the spot awards offered through the Awardco Platform including gift cards and more! Need quality medical care? Multiple options for both full and part-time employees! Want WFS Employee Extras? Travel Discounts, Pet insurance, Discount Shopping & More! Looking to stay healthy and improve your life? Wellness Programs offered to all employees! Want to invest in your future? 401k program offered! Looking to grow and have a career with us? Opportunity for Internal Mobility and transfers available! WFS is an equal opportunity employer committed to employment equity and inclusion. We accept applications from all qualified individuals.

About the Company Unique Brands is a fast-growing fashion company known for delivering trend-driven product with strong brand identity. We are seeking an experienced Human Resources Manager to lead both HR operations and full-cycle recruiting across our fashion and apparel organization. This is a hybrid role ideal for a hands-on HR professional with recruiting expertise who thrives in a fast-paced environment and understands the unique demands of the apparel industry. The ideal candidate brings strong knowledge of HR best practices and employment compliance, along with proven ability to source and hire top talent across corporate, retail, and creative functions. This role will serve as a trusted partner to leadership and employees, while building exceptional teams that align with brand vision and business goals. About the Role The Human Resources Manager & Recruiter will manage core Human Resources functions-including onboarding, employee relations, performance support, and compliance-while also leading end-to-end recruitment for a wide range of positions. This role partners closely with leadership to strengthen workplace culture, support employee development, and ensure hiring strategies align with business priorities. Key Responsibilities Talent Acquisition & Full-Cycle Recruiting Lead full-cycle recruiting for corporate, retail, and creative roles including: Design, Technical Design, Merchandising, Production, Buying, E-Commerce, Marketing, Retail Operations, and other headquarters positions. Partner with hiring managers to define requirements, competencies, and hiring timelines. Write and update job descriptions to align with business needs and ensure internal consistency. Manage candidate sourcing through LinkedIn, industry networks, job boards, and fashion-specific programs (FIT, Parsons) and recruiting tools. Build pipelines for high-volume seasonal hiring, including interns, freelancers, product development roles, and retail leadership positions. Conduct candidate screenings, coordinate interviews, manage feedback loops, and deliver a best-in-class candidate experience. Support offers, compensation discussions, and negotiation in partnership with leadership. Human Resources Management Serve as the primary HR contact for employees providing guidance on HR policies, procedures, and best practices. Manage onboarding, new hire orientation, and employee documentation to ensure a smooth and compliant transition from candidate to employee. Support performance management processes, including coaching managers, providing guidance on corrective action, and supporting employee development. Handle employee relations matter with professionalism, discretion, and a solutions-oriented approach. Partner with leadership to help strengthen company culture, employee engagement, and retention strategies. Maintain HR records and ensure proper documentation practices are followed. Qualifications Required 5+ years of combined experience in Human Resources and Recruiting, preferably within apparel, fashion, retail, or consumer goods. Strong understanding of apparel industry roles and workflows (design, merchandising, production, retail operations). Demonstrated experience managing employee relations, HR compliance, onboarding, and performance support. Proven ability to source and recruit niche talent in creative and operational functions. Strong communication, coaching, and relationship-building skills. Ability to handle confidential information with professionalism and discretion. Experience using ATS platforms, HRIS systems, and recruiting tools. Preferred HR certification (PHR, SHRM-CP, or equivalent). Experience working with contemporary or luxury apparel brands. Bachelor's degree in Human Resources, Business, Fashion Management, or related field.

Bilingual Plant Human Resources Manager Are you seeking the opportunity to partner with a Plant Manager to ensure success of all areas of Plant Operations? Join the Human Resources team at Polyglass, USA during a period of history, growth and success! Position Summary: Polyglass, USA seeks a strong and effective bilingual Plant Human Resources Manager. In coordination with Corporate HR, the Human Resources Manager will oversee all Human Resources (HR) activities for our production facility in Hazleton, PA. This position will be based out of the Hazleton, PA facility each day. Duties for this role include employee relations, recruitment of all personnel, organizational planning, legal compliance, budget adherence, training, and communication. Provides both strategic support as well as operational focus. Coordinates with plant management at location to engage employees, support leaders and enhance the performance of the business. This position is responsible for managing Human Resource functions within a manufacturing environment. The Human Resources Manager reports to Executive VP, HR with a dotted line to the Plant Manager and is responsible for providing HR support to the employees at the assigned facility as well as being a key member of the Corporate HR Team. This role will involve heavy change management and will involve conflict resolution with all layers of the organization including upper management. What you get to do: Partner with plant management to foster positive employee relations and communications at the facility. Collaborate with our diverse workforce in both English and Spanish Build and continue a strong and productive relationship with Plant Manager Challenge input from Management that does not comply with employment law or best practices Manage overall Polyglass HR practices and activities including recruiting, staffing, legal compliance, compensation, benefits and workers compensation Track, manage and strategize to ensure goals around turnover are met Drive strategic HR direction for facility Effectively deliver HR services, programs and policies Deliver effective HR programs in the areas of Compensation, Benefits, Organizational Development and Training including annual bonus plan, annual merit planning, performance management, succession planning, etc. Build and foster strong working relationships with internal business partners resulting in strategic alignment and achievement of corporate and site-based goals and objectives Coach and counsel plant management team about HR programs Advocate for employees while balancing the best interest of the company Collaborate with management team to build leadership capability and enhance internal talent Protect Polyglass by ensuring legal compliance for HR issues, including investigations for Code of Ethics and general grievances Foster a company culture that emphasizes collaboration, continuous improvement and high performance Share and apply knowledge of employment law related to government reporting mandates and ensure policies, procedures, and reporting are compliant with all federal and state regulations Bring positive change by offering new approaches, policies and procedures to effect improvements in efficiency of the HR function The Skills and Background You Bring to Polyglass: Bi-lingual (Spanish) language proficiency is a strict requirement for this role History of recent success in leading an HR function in a manufacturing environment with a significant hourly, non-union workforce is required for this role Bachelor's degree in Human Resources or related field strongly preferred but equivalent work experience may be considered PHR / SPHR certification preferred Five or more years as an HR Manager preferred Ability to track and improve employee retention Knowledge of ADP (HRIS, Payroll), Oracle Recruiting Cloud (Applicant Tracking) and other commercial HR systems strongly preferred Knowledge of and experienced in all functional aspects of HR Travel (10%) may be required Strong ‘stand-alone management' skills required as well as the ability to influence Managers and other Polyglass Leaders in conflict resolution, compliance and decision making You are ideal for this exciting opportunity because you advocate for employees who see you as a trusted partner who has earned their trust. You have successfully partnered with Plant Management on all areas of operations. You push back when needed to reach common ground, you coach and counsel and you work well with all teams. Who we are: Polyglass is values-driven organization based on family, quality and innovation. We offer so much to our team members, and many choose to continue their careers at Polyglass for many years - even decades! We are a true innovator and leader in roofing solutions. Polyglass started 50 years ago in Italy. Nearly 35 years ago, we brought the business to the US and the business has grown to 6 offices producing our leading products all across the US. Pay and Benefits without peer in the industry! In addition to very competitive pay, our benefits are unmatched in our industry and include features that are not available at other local employers. Here is a snapshot of our amazing benefits offering: Health & Wellness: medical, prescription plan, dental, vision, flexible spending accounts, life insurance, paid parental leave and more! Financial & Career Growth: 401k with 100% match of up to 6% (fully vested day one), tuition reimbursement - up to 100% reimbursement up to $7,500.00 annually, student debt reimbursement up to $1,200.00 annually, training and development, pet insurance and more! Time Off & Recognition: Paid Time Off, 10 paid holidays, Employee Recognition Program and more! Take a peek behind the cultural curtain at who we are at Polyglass: Life at Polyglass While non-local candidates may be considered, there will be a priority given to those candidates in the Hazleton, PA area.

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

Our client, a leading nonprofit organization dedicated to providing support and services to families of dementia patients is seeking a Human Resources Associate to join their team. . The annually salary range is $55,000 - $60,000. The work schedule is Monday - Friday, 9am - 5pm. The position is 100% onsite. Position Summary: The Human Resources Associate supports the Human Resources team across a variety of both administrative and strategic HR priorities including assisting with recruitment, the new hire onboarding experience. Additionally, the role will have many administrative duties, such as managing the HR inbox. Responsibilities and Duties Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Reviews submitted resumes and screens candidates. (Prior recruitment experience is required). Coordinates the full recruitment cycle and interview process including, but not limited to, posting roles, screening candidates, and scheduling interviews. Facilitates and executes the development of the onboarding process by setting up and conducting orientation, coordinating with IT and the hiring manager. Creates and sets up the welcome package. Supports the offboarding process. Coordinates employee benefit enrollments, changes, and terminations; assists with annual open enrollment. Completes special projects and administrative tasks; conducts research and coordinates monthly and annual employee events; orders office supplies and fulfills transactions with the online PO system. Assists with the preparation of the goal setting and performance review process. Additional HR and office related projects as needed. Qualifications Required: Bachelor's Degree; at least 2 years of Human Resources experience; experience working in an HRIS/HRMS; proficiency in MS Office. Must display a high level of professionalism, discretion, and confidentiality. Must have strong organizational skills and be detail oriented; have good written and oral communication skills and be resourceful. Working understanding of human resource laws principles, practices, and procedures. Excellent time management skills with a proven ability to meet deadlines. Benefits knowledge a plus.

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.

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

The HR Generalist supports daily HR operations in a fast‑paced manufacturing environment, working closely with union employees, supervisors, and plant leadership. This role manages payroll, onboarding, employee relations, documentation, and compliance while serving as a key bilingual resource for Spanish‑speaking employees. Are you looking to make a career change to a rapidly growing, stable, innovating company? This exciting opportunity as a HR Generalist Manufacturing (Bilingual Spanish) offers a competitive salary plus an excellent benefits package including medical insurance, dental insurance, vision insurance, paid PTO etc. Does this position match your future career goals? Then this HR Generalist Manufacturing (Bilingual Spanish) could be the right fit for you. Job Responsibilities: Work with 150+ union employees and line workers, providing daily HR support and guidance. Process weekly payroll to ensure accurate and on‑time payments. Track and assign union vacation requests based on seniority. Monitor and record sick time and related attendance documentation. Prepare onboarding paperwork and schedules, coordinating with cross‑functional departments for a smooth new‑hire experience. Handle all administrative onboarding tasks, including entering new hires into ADP Workforce Now. Maintain and process I‑9 forms, wage notices, and required employment documentation in compliance with federal and state regulations. Support employees with HR‑related topics, including leaves, compensation, and general inquiries. Run ADP reports as needed for HR and operational leadership. Partner with the HR Director to support staff development and training initiatives. Draft written and verbal disciplinary actions for union employees in collaboration with supervisors. Maintain employee files and records in both electronic and paper formats. Coordinate with staffing agencies to secure utility worker candidates. Manage uniform distribution and inventory for union employees. Prepare plant notices and maintain company bulletin boards with updated information. Collaborate with operations managers to prepare the daily workforce schedule. Prepare employment letters and HR forms as required. Job Qualifications: Prepare employment letters and HR forms as required. Bachelor's degree in Human Resources, Business Administration, or related field preferred. 3+ years of HR experience, ideally in a manufacturing or unionized environment. Experience with ADP Workforce Now strongly preferred. Bilingual Spanish/English required. Jasleen Kaur ********************************* Ajulia Executive Search is a search firm specializing in Manufacturing, Finance, IT, Legal and Pharmaceutical positions. This is a confidential search for one of our preferred clients. It is a direct hire position that includes competitive compensation and full comprehensive benefit package. #ZR

Job Title: HR Assistant - Recruitment / Volunteer Resources Schedule Notes: Monday - Friday, 9:00 AM - 5:00 PM Full-Time Contract - Potential to Convert to Permanent We are seeking a Volunteer Coordinator who is interested in growing into a full-time permanent role based on performance and fit. This is a multi-faceted position that wears three key hats and is ideal for someone who wants hands-on experience across HR recruiting, people management, and program management. HR Recruiter/Primary Onboarding Coordinator: manage the full volunteer candidate lifecycle from application review through hire and orientation; Workday Recruiting ATS experience strongly preferred. HR recruiting/onboarding experience is the most critical competency. Hiring Manager for Volunteers: oversee active volunteers, including compliance with trai,nings and health requirements and reassignment to new roles. Program Management: partner with Volunteer Services leadership to develop assignments, update program materials, and support volunteer programs and events. Job Responsibilities: Volunteer Selection: Interviews and places applicants for volunteer service. Interviews potential volunteers in accordance with assessed Center departmental needs. Conducts a minimum of 5 interviews per week, ascertaining the following, at a minimum: The reason for the applicant's interest. The time commitment the applicant feels he/she can make for the foreseeable future. Special skills and/or abilities that would fit best with the Center's needs for volunteer assistance (i.e., languages, child life background, experience with acutely ill patient population). How comfortable the applicant would be receiving supervision. His/her ability to adhere to guidelines as required. His/her expectation of what a volunteer experience is. Ability to function in a cancer care facility as opposed to a general care Facility. Ability to follow through and honor commitment. His/her personality (i.e., loud, obnoxious vs soft-spoken, polite). Ability to communicate in English. Previous volunteer experience. Assesses potential volunteers against required skills and needs of the organization. Closes interview with placement, non-placement, or pending placement. Communicates next steps if applicant is placed. Checks references of potential volunteers, as necessary. Volunteer Administration: Assumes responsibility for the daily management of volunteers. Schedules volunteers to maximize their service and meet the needs of the Center department. Distributes weekly updates of the volunteer schedule to staff supervisors via e-mail or hand delivery. Responds to the daily needs of volunteers as they occur. Assists with overseeing departmental requirements for volunteers: General Orientation. Child life training. HIPAA training. Medical requirements. Annual TB testing. Blood testing and inoculation, when needed. Six-month and annual assessments. Observes patient confidentiality issues if a volunteer is a former patient. Assists with short-term requests for volunteer assistance by collecting information from the requester that would include: Details regarding the need for volunteer assistance. Hours during which help is preferred. Special skills preferred. Time frame for project. Name of supervisor. How training would occur. Program Coordination: -Assists with the coordination of the departmental programs and events. Works with the Manager to identify necessary steps to complete each program or event task. Assists with the administration of the Volunteer Recognition Ceremony by: Generates content for the invitations and ceremony booklets. Works with the Medical Graphics Department to create posters and booklet covers. Orders award pins. Assists with the administration of the following: Holiday Decorating Volunteer Education Shares coordination of events with the Manager. Oversees training and management of volunteers who conduct orientation. Communicates changes in departmental activities that could impact on orientation schedule. Works with the Manager to review material distributed to new volunteers annually or as needed to ensure material is current and accurate. REQUIRED SKILLS & EXPERIENCE: Two (2) - four (4) years of administrative experience, preferably working with volunteers. Microsoft Office. EDUCATION: Required: High School Diploma or GED. Preferred: Bachelor's Degree.

Posted Friday, October 31, 2025 at 4:00 AM Job Purpose The Manager, Case Management is responsible for the day-to-day management of the Case Management department. This includes, but is not limited to supervision of staff, staff assignment/productivity, staff recruitment, retention, daily staffing, employee performance evaluation, performance improvement and education. The Manager, Case Management serves as a resource/mentor for Case Managers, Social Workers and other medical and hospital staff, and participates in the development and implementation of new initiatives that support excellence in patient experience and drive efficiency and efficacy of the case management operations. The Manager, Case Management reports to and assists the Directors of Case Management and Social Work. Duties & Responsibilities Develop, implement and maintain professional standards Serve as a clinical resource and lend guidance to staff in utilization management, discharge planning, and care coordination issues Provide operational and clinical oversite to ensure that all day-to-day activity supports optimum patient throughput and excellent patient care Demonstrate integral involvement in the quality improvement activities of the case management department Work with the case managers, clinical nurse managers, physicians, and social work to facilitate Interdisciplinary Rounds to ensure compliance with the patient treatment plan Facilitate patient flow and monitor length of stay for each patient; Meet with Case Managers and Social Workers to review medically complex and long stay cases and refer to physician advisors as required Collaborate with the Directors of Case Management and Social Work to maintain, review and update all policies in accordance with hospital, professional and regulatory standards Create and maintain an environment of care where patients, families, staff and others are treated with respect, dignity and in a professional manner, promoting an environment respectful of cultural diversity Attend interdisciplinary rounds as necessary Regularly review avoidable day, excess day and denial data for follow-up and development of process improvement actions as necessary Ensure UM deliverables are met such as timely admissions and continued stay reviews Coordinate activities to maintain patient throughput and facilitate the flow of information from other departments to staff Evaluate staff performance and productivity on an ongoing basis and complete staff performance appraisals in a timely manner. Provide recognition of exemplary employee performance and also provide employee counseling / progressive discipline as necessary. Encourage and facilitate professional growth and development of staff Promote a positive environment that encourages staff to participate in the identification of areas of opportunity for improvement in length of stay, throughput and appropriate level of care Ensure that personnel issues are managed in compliance with contractual agreements and supports positive employee-management relationships Ensure all personnel are appropriately licensed, credentialed, competent and complete ongoing/annual educational programs as required Communicate information thoroughly and compose and distribute daily, weekly, and monthly reporting as needed Input data into the computer systems accurately relevant to all Case Management activities, Utilization Review and other items managed by the Case Management department Maintain electronic and manual files of all Case Management activities, process improvement initiatives and results Forward information to other departments as indicated Utilize various systems to track and report on departmental activity Manage and review patient cases for accuracy and completeness without compromising quality in entering area specific information Adhere to required timeframes and deadlines for reporting and work requirements Effectively identify and communicate barriers preventing accurate data entry and report generation to leadership Manage the Case Management tracking system(s) and reporting functions Request medical records for retrospective reviews from the Health Information Management department Other duties as assigned Use, protect and disclose patients' protected health information (PHI) only in accordance with Health Insurance Portability and Accountability Act (HIPAA) standards Understand and comply with Information Security and HIPAA policies and procedures at all times Limit viewing of PHI to the absolute minimum as necessary to perform assigned duties Qualifications BSN, Master's degree in nursing or health related field, including LCSW Experience with Case Management software desired (CarePort/Wellsky/MCG/etc.) Ability to adapt to a fast-paced and changing environment, managing multiple priorities and deadlines effectively Advanced proficiency in Microsoft Office Suite, including experience in Excel financial modeling and analysis Strong interpersonal skills, ability to communicate well at all levels of the organization Strong problem solving and creative skills and the ability to exercise sound judgment and make decisions based on accurate and timely analyses High level of integrity and dependability with a strong sense of urgency and results oriented Excellent written and verbal communication skills required Gracious and welcoming personality for customer service interaction Working Conditions Occasional travel will be required. Ability to work outside of normal business hours as needed. Must possess a smart-phone or electronic device capable of downloading applications, for multifactor authentication and security purposes. Physical Demands: While performing the duties of this job, the employee is occasionally required to move around the work area; Sit; perform manual tasks; operate tools and other office equipment such as computer, computer peripherals and telephones; extend arms; kneel; talk and hear. Mental Demands: The employee must be able to follow directions, collaborate with others, and handle stress. Work Environment: The noise level in the work environment is usually minimal. Med-Metrix will not discriminate against any employee or applicant for employment because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service, veteran status, other non-merit based factors, or any other characteristic protected by federal, state or local law. #J-18808-Ljbffr

The Human Resource Coordinator will provide support to employees and perform actions and tasks to facilitate the effective and efficient operation of the department and organization. This is a part time role up to 30 hours. Essential Functions Answers frequently asked questions relative to standard policies, benefits, hiring processes, etc. Refers more complex questions to appropriate senior-level HR staff or management. Conducts or assists with new hire orientation, interviews, and other related meetings. Review candidates resumes and perform phone and in person interviews Assists employees with HRIS and other HR system actions such as address changes, direct deposit changes, benefit life status change filings, time clock ID programming, and other related tasks. Maintains accurate and up-to-date human resource files, records, and documentation. Maintains the integrity and confidentiality of human resource information and records. Performs periodic audits of HR files and records to ensure that all required documents are collected and filed appropriately. May assist with payroll functions including collecting information, answering employee questions, and distributing checks. Assists with planning and execution of special events such as benefits enrollment, organization-wide meetings, employee recognition events, luncheons, holiday parties, and other events. Completes training by supervisor. Complies with all safety and company policies and procedures. Performs other related duties as assigned. Knowledge, Skills, and Abilities Professional and effective written and verbal communication skills. Ability to manage sensitive and confidential situations with tact, professionalism, and diplomacy. Excellent organizational skills. Attention to detail and accuracy Ability to learn complex systems & processes quickly and effectively, and computer-based applications. Reliability and dependability Self-starter with the ability to work unsupervised while remaining productive and efficient. Education and Experience High school diploma and one year's experience in Human Resources in a generalist support role required. Associates or bachelor's in human resources preferred. PHR or SHRM-CP a plus. Proficient with Microsoft Office Suite Travel, less than 5% Physical Requirements Ability to interact effectively with employees and other individuals. Ability to function effectively with moderate to high levels of stress in a demanding and dynamic environment. Able to wear prescribed personal protective equipment and appropriate clothing. Lift up to 15 lbs. Effectively read, write, speak, and communicate in English fluently. Ability to sit for extended periods of time. Ability to stand, walk, bend, climb, crouch, lean, reach, and other physical movements as required to effectively perform duties. Ability to work in conditions typical of a manufacturing environment, including noise, extreme temperatures and humidity, odors, dust, etc. Effectively use a computer, monitor, keyboard, mouse, as well as commonly used office equipment. Finger dexterity, visual acuity, discernment of sounds. Must be reliable and dependable. Working Environment While performing the duties of this job, the employee is regularly exposed to work near moving mechanical parts, dusty conditions, high noise environments, chemicals used in the process, and extreme temperatures. The facility is an industrial manufacturing plant. This position is designated safety sensitive.

Our client a well known Insurance company is seeking a Digital Resource Manager in their New York, New York Location! Must-Have Skills: Experience with design and creative teams Strong knowledge of product development process and associated workflows/resourcing needs Strong knowledge of Asana (Workfront is a plus) What You'll Do Maintain an accurate, up-to-date picture of design and experience team capacity across all value streams. Match skills and availability with incoming work, collaborating with Design Leads for final assignment decisions. Monitor workload distribution, surfacing risks, bandwidth constraints, and opportunities to rebalance. Oversee the work intake process, ensuring requests are complete, clear, and aligned with value stream priorities. Facilitate regular syncs to ensure work readiness, priority clarity, and accurate staffing needs. Communicate status updates, risks, and changes to appropriate stakeholders. Maintain documentation, dashboards, and reporting related to resourcing, workflow, and project tracking. Support improvements to intake, assignment, and planning processes to increase predictability. Help ensure consistent use of tools such as Figma, Jira, Asana, or Workfront. Provide weekly updates on design utilization, upcoming capacity, and cross-stream demand. Support longer-term forecasting for contractor needs, hiring plans, or load balancing across teams. What You'll Bring 3-5+ years of experience in traffic management, resource management, project coordination, or DesignOps/CreativeOps. Experience working in design, UX, creative, or product development environments. Strong understanding of product experience workflows and Agile/Scrum product development cycles. Exceptional organizational, communication, and stakeholder management skills. Ability to balance multiple priorities and navigate ambiguity with confidence. Familiarity with tools such as Figma, Jira, Workfront, Asana, Airtable, or similar systems for resource & workflow tracking. A collaborative mindset and a passion for improving how teams operate.