Human resources manager jobs in Colonie, NY - 90 jobs

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

We are seeking an experienced HR Professional to join our team! DeCrescente Distributing Company is the premier beverage distributor in the Capital Region, located in Mechanicville, NY. Check us out Health Benefits (Medical, Dental and vision) after 30 days 401(k) with Generous Company Match FREE Onsite Wellness Center for Medical Care and Physical Therapy FREE Onsite Fitness Center with Round the Clock Access Employee Purchase Discount Program Generous Paid Time Off (Including your birthday!) Holidays (Including a Super Bowl Holiday!) Family Oriented Activities and Events Job Summary: The Human Resource Manager is responsible for delivering a variety of human resource functions inclusive of recruiting, hiring, benefits administration, employee development and coaching, policy development, and compliance. The HR Manager provides services to employees and supports management objectives. As an integral member of the HR Department, the HR Manager must analyze existing systems and identify and communicate ways of developing and implementing new systems as needed to the Director of Human Resources. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time. All employees are held accountable for practicing and promoting a safe and healthy work environment. Essential Functions: Business Lends compliance expertise and assistance to the Director of HR with regard to all applicable State and Federal Laws affecting employees' compensation, employment status, and benefits. Serves as the primary contact for employees on a day-to-day basis regarding a wide variety of HR topics including policy/procedure, employee benefits, and employee satisfaction/employee relations. Works with the Director of HR to coordinate and execute HR projects and annual tasks (open enrollment, focus groups, TMR, etc.) Works with managers and employees to resolve labor relations concerns, consulting the Director of HR, legal counsel and other senior staff as needed. Serves as a resource for managers and executives regarding performance management, HR compliance, and procedural requirements. Works with the Director of HR to coordinate and oversee injury and illness reporting, modified duty programming, and other Worker's Compensation and Disability related items. Assists in the oversight of benefits administration (employee enrollments, bill payment, bill reconciliation, carrier connections, etc.) Manages Unemployment Insurance claims by tracking charges, providing timely responses, and requesting/attending hearings when warranted. Coordinates reporting for departmental Key Performance Indicators and other HR data as requested. Reviews and edits disciplinary documentation; attend disciplinary/termination meetings as necessary. People Works directly with employees in relation to human resource activities including understanding policies, procedures, employee benefits and other key HR areas. Acts as a primary resource for employee issues, concerns, and benefit needs Acts as a management resource by coaching and developing managers regarding employee development and performance management Provides daily guidance and assistance to other members of the HR Team when needed Attends required meetings Performs employee investigations as needed Self-Organization Ensures that employee documentation is complete and compliant. Participates in Human Resource related associations Participates/engages in personal Human Resource development Required Skills: Bachelor's Degree or higher in Human Resources/Business 7-10 years of HR experience PHR or SPHR preferred Strong HR Generalist background Strong working knowledge of HRIS systems and reporting MS Office expert Strong problem-solving ability Work Shift Requirements: Ability to work additional hours as needed Use and maintenance of company-issued laptop and cell phone Must speak to supervisor to notify him/her any time prior to the beginning of work shift when calling in sick. Voice mail or e-mail messages are not acceptable replacements Environment & Physical Demands Work safely and follow all OSHA regulations and company safety policies and procedures For all on-the-job injuries or accidents, must notify Safety Officer, supervisor, and Human Resources immediately (no later than 1 hour) Ability to lift a minimum of 30 lbs Ability to sit or stand for extended periods.

As the HR Manager, you will lead and execute all aspects of Human Resources and G&Gs people operations. This includes a strong focus on our team members, company culture, employee engagement, relations and retention, as well as training and development. This role is responsible for the full execution of recruitment and hiring, compensation and benefits administration and HR compliance. The HR Manager will serve as a trusted advisor to leadership while ensuring strong day to day execution of all HR and people operations in support of company strategy. Who will I report to? VP of Finance Salary: $80,000-$110,000 Location: In-person What roles am I accountable for? Team G&G, Talent Management & Engagement (45%) Partner with senior leadership to understand organizational goals and execute talent management practices that support company priorities Design, implement and manage programs that reinforce and strengthen G&Gs culture Steward a strong culture of learning and growth and alignment with our Core Values Work creatively to bring our Core Values to life and shared by all Assess organizational needs; work with the senior leadership team to identify professional learning and growth opportunities to support employees ongoing professional development Serve as the HR contact for all employees; proactively engage employees to improve working relationships, build morale, and increase retention Manage and resolve complex employee relations issues; where applicable, conduct effective, thorough and objective investigations Provide clear and engaging company communications Recommend, lead and organize company events Talent Acquisition and Retention (25%) Oversee and support the full recruitment and hiring process for all open positions Develop and maintain equitable and inclusive recruitment and hiring processes for all employees Work with department leaders and hiring managers to support the creation of role accountabilities and job descriptions Recruit and post open positions, perform first-pass applicant screening, coordination throughout the hiring process and manage applicant tracking Develop and enforce strong hiring processes (build upon existing recruiting, screening, interviewing and referral processes) Manage, conduct and continuously improve general organizational onboarding and orientation Compensation & Benefits Administration (20%) Develop and administer a consistent, equitable and progressive compensation program including salary surveys and market research to ensure G&G is competitive within our market and in line with our budgets Work with department leaders to research, develop, and implement competitive compensation, benefits, performance appraisal, and employee incentive programs Monitor budgets for recruiting, training/staff development, and benefits programs in partnership with Finance Manage all HR administration, including benefits programs; manage relationships with benefit brokers, coordinate annual Open Enrollment, and address employee benefits questions; propose additional benefit options pertinent to the organizations workforce in partnership with Finance Oversee accuracy of all payroll and deductions and aid in benefit enrollment for all employees Monitor PTO time and ensure leaders have relevant visibility and information Regulatory & Compliance (10%) Provide leadership and direction to ensure compliance with all local, state, and federal employment related laws and regulations Maintain up to date knowledge of changing employment regulations and implement policies, procedures and systems to ensure regulatory compliance and reduce the organizations legal risks Maintain and maximize implementation of human resources information systems (HRIS), advance use of technology in HR functions and activities Administer the communication, interpretation and upkeep of employee handbook and maintain all employee files and directories Research all new policy updates to ensure all literature provided is current and up to date for dissemination to staff What does success look like? Success in this role will be achieved through high levels of employee engagement and satisfaction, evidenced by positive feedback and low turnover, and a strong organizational culture aligned with G&Gs Core Values. Team members feel supported, informed and set up for success, and leaders are well supported through reliable HR processes and follow through. How do we show up every day? Positive Attitude - We focus on solutions not obstacles. We show gratitude and appreciation. We create an environment thats uplifting. Above and Beyond - We consistently exceed expectations. We care deeply for others. We choose whats right over whats easy. Always Learning - We constantly seek out knowledge and new ideas. We challenge the status quo with critical thinking. We solve problems through learning and innovation. Gets It Done (GSD) - We are fast, focused, and efficient. We stay nimble and adapt quickly. We take ownership to make things happen. Detailed Oriented - We approach our work with intention. We take pride in doing things right the first time. We lead with quality in everything we do. What will I need to succeed? Must align with our Core Values Bachelors Degree in Human Resources, Business Administration or a related field required; Human Resources certification a plus Minimum of 5+ years of Human Resources generalist experience with exposure to performance management, recruitment, HRIS, training and development, benefit administration, and employee relations Demonstrated leadership skills and experience working with and consulting management Experience in developing HR policies and procedures to meet changing organizational needs, and to support organizational culture Resourceful and able to find creative solutions, thinking beyond current systems and approaches while recognizing the impact Proven success developing strong relationship with leadership to collaborate on operational initiatives and improvements Desire to be a part of a hardworking, collaborative, fun and values-driven team

Plant HR Manager - Saratoga Springs, NY $96,000 to $137,180 plus bonus We're looking for a people-first HR leader with a strong operations mindset to step into a critical Plant Human Resources Manager role at our client's Saratoga Springs manufacturing facility. This is a high-impact opportunity for a dynamic individual who can balance strategic thinking with hands-on HR execution in a fast-paced, team-oriented environment. If you're passionate about creating a safe, compliant, and engaging work environment - and you enjoy solving people puzzles while wearing steel-toed shoes - we want to hear from you. What You'll Do As the Plant HR Manager, you'll serve as the on-site HR lead, supporting both leadership and employees in a 24/7 production environment. Key responsibilities include: Ensuring a safe and secure workplace by leading safety initiatives and compliance programs. Overseeing recruitment, onboarding, employee relations, and labor management (including union interaction if applicable). Championing training, development, and succession planning for plant personnel. Leading performance management, disciplinary processes, and employee engagement efforts. Administering compensation, benefits, and policy interpretation in alignment with corporate standards. Driving compliance with state and federal employment laws, including ADA, EEOC, and OSHA. Supporting or leading collective bargaining, grievance resolution, and positive union relations (if applicable). Being a trusted advisor and cultural ambassador for the plant - with a seat at the table and boots on the ground. What We're Looking For The ideal candidate is an approachable, solutions-oriented HR professional with a firm grasp on compliance, labor relations, and business partnership in a manufacturing setting. Requirements: Bachelor's degree in HR, Business, or related field (or equivalent experience). At least 2+ years of experience in HR roles, preferably within a plant or industrial environment. Experience with employee/labor relations and collective bargaining is a big plus. Strong understanding of HR law, compliance, and safety programs. Proficient with HR systems and comfortable leveraging data for decision-making. A confident communicator who can navigate between the plant floor and the leadership team with ease. Must be able to handle sensitive information with absolute confidentiality. What's in it for You? A high-impact role where your work directly influences plant culture, performance, and employee satisfaction. A chance to grow in a company that values safety, quality, and people. Competitive compensation, benefits, and potential relocation assistance. Work/life balance - with the understanding that sometimes, manufacturing runs on weekends too. A supportive team that's serious about their work, but not afraid to have a little fun along the way.

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

As a leader in advancing New York's energy transition, the New York State Energy Research and Development Authority (NYSERDA) has remained a credible, objective and trusted partner in our State's energy planning as well as deploying new and innovative technologies to expand New York's economy. NYSERDA has worked for the past 50 years to protect the environment and help New Yorkers increase energy efficiency, lower energy costs and reduce reliance on fossil fuels. NYSERDA engages with stakeholders including residents, business owners, developers, community leaders, local government officials, universities, utilities, investors, entrepreneurs, and more, to develop, invest, and foster conditions that: Attract the private sector capital investment needed to expand New York's clean energy economy. Overcome barriers to using clean energy at a large-scale in New York. Enable New York's communities and residents to benefit equitably in the clean energy transition. Job Overview The Sr. HR Office Manager/ Office Manager II serves as the operational "air traffic controller" for the HR function, coordinating schedules, meetings, communications, documentation, and administrative workflows so the HR Governance & Leadership Development and HR Operations & Experience teams run smoothly, predictably, and on time. This role blends HR knowledge with high-end project coordination and administrative execution, ensuring HR operations, governance, and leadership development workflows move from request to completion with speed and accuracy. The Sr. HR Office Manager/ Office Manager II anticipates conflicts, tracks next steps through closure, maintains strong documentation discipline, and ensures the right information, materials, and people are in the right place at the right time. This position has extensive interaction with IT, Contracts/Procurement, Communications, Facilities, and Finance, and is trusted with sensitive information requiring discretion and sound judgment. Primary Responsibilities General responsibilities: Cadence, Scheduling, and Team Coordination Monitor and maintain HR team schedules (hybrid schedules, out-of-office coverage, key deadlines) to ensure continuity of support and predictable execution. Coordinate meetings end-to-end (scheduling, room/Teams logistics, agendas/pre-reads, attendee coordination) across both HR departments and cross-functional partners. Take meeting minutes/notes and distribute clear decisions, owners, due dates, and follow-ups; communicate reminders and ensure next steps close on time. Support Directors in monitoring and maintaining OKRs and team performance metrics, including cadence tracking, status rollups, and follow-through against commitments. Provide high-trust "managing up" support to HR leaders by anticipating needs, preparing materials, surfacing risks early, proactively closing loops, and ensuring leaders have what they need ahead of deadlines and meetings. Presentations, Drafting, and HR Communications Develop and format executive-ready PowerPoint presentations; compile inputs, build drafts, manage versions, and prepare final materials. Draft and coordinate HR communications (employee notices, program updates, reminders, event communications), ensuring alignment with HR leadership and Communications as needed. Maintain trackers for commitments, action items, approvals, and key deliverables; escalate risks and slippage proactively. HR Documentation, Governance, and Knowledge Management Support development, updates, and maintenance of Job Descriptions, HR policies, procedures, SOPs, templates, and other HR documentation across both departments. Coordinate review cycles, incorporate edits, and route documents for required stakeholder review/approval; maintain approvals and version control. Maintain "source of truth" storage, naming conventions, permissions, and file structure for HR documentation and shared work products. Perform all managerial and supervisory responsibilities with respect, fairness, consistency, and inclusion. HR Records, Personnel Files, Retention, and Compliance: Create and manage employee personnel files (digital and/or paper) with confidentiality and consistent file architecture. Manage governance, employee relations and leadership development data bases as first point of contact in scheduling and data entry. Manage document retention practices and disposition processes in alignment with policy and regulatory requirements. Maintain compliance bulletin boards and required federal/state/local postings; support audit readiness by ensuring documentation is accurate and retrievable. HRIS Reporting, Data Updates, and Org Maintenance Run recurring and ad hoc HRIS reports (e.g., headcount, turnover, org changes, onboarding status, participation tracking, compliance-related reporting support). Support HRIS data updates and data integrity (timely corrections, exception tracking, validation support). Maintain and update org charts and support organizational data; coordinate validation cycles with leaders as needed. Provide onboarding scheduling coordination (orientation schedule, stakeholder meetings, required sessions, 30/60/90-day check-in scheduling support). Support Contracts, Budgets, Purchasing, and Expenses Support HR contracts, purchasing requests, vendor coordination, invoice tracking, and budget monitoring (as assigned). Support expense and related approval processes (routing, documentation, reconciliation support, follow-ups with approvers). Events, Recognition, and Culture Touchpoints Coordinate company events and recognition activities (planning logistics, calendars/invites, vendor coordination, communications drafts, day-of support). Coordinate HR team celebrations and culture touchpoints (birthdays, anniversaries, milestones) and support broader employee experience logistics as assigned. Emergency Communications and Operational Readiness Support emergency communication alerts and readiness processes in coordination with designated partners (Facilities/Security/IT/Communications), including distribution lists and templates as assigned. Minimum Qualifications For the Sr. Office Manager title (Salary: $70,720-$96,764) High School diploma with 7 years of progressively responsible experience in HR administration, HR Operations, office management, executive coordination, or similar in a high accountability environment. For the Office Manager II title (Salary: $67,119-$96,764) High School diploma with 6 years of progressively responsible experience in HR administration, HR Operations office management, executive coordination, or similar in a high accountability environment. Strong working knowledge of HR practices and confidentiality requirements across core HR processes. Significant experience managing up (supporting senior leaders with proactive planning, prioritization, follow-through, and anticipatory execution in a fast-moving environment). Advanced proficiency in Microsoft 365, including PowerPoint (executive-ready decks) and Excel (tracking, reporting, reconciliations; pivots/filters as needed). Demonstrated strength in professional drafting (memos, templates, SOPs, communications, meeting notes) with high attention to detail and tone. HRIS experience running reports and supporting accurate data updates (ADP experience helpful). Strong project coordination and administrative execution capability, tracking tasks, managing dependencies, driving follow-through, and maintaining high-quality documentation. Exceptional organization, responsiveness, and customer service orientation; able to manage competing priorities across multiple leaders and deadlines. Must be in-office at least 3 days each week with full-time presence in office for the initial 3-6 months. Preferred Qualifications For Sr. Office Manager (Salary: $70,720-$96,764) An Associate degree with 6 years of progressively responsible experience in HR administration, HR Operations, office management, executive coordination, or similar in a high accountability environment including 2 years in a supervisory role. For Office Manager II (Salary: $67,119-$96,764) An Associate degree with 5 years of progressively responsible experience in HR administration, HR Operations, office management, executive coordination, or similar in a high accountability environment including 1 year in a supervisory role. HR certification (SHRM/HRCI) Degree in Human Resources Management or related disciplines preferred. The ability to support full-time on-site presence highly desired. Accounting and/or Finance experience, including comfort with budget tracking, invoice review, reconciliations, and/or partnering closely with Finance teams. Experience supporting governance functions (policies, committee support, approvals tracking, audit readiness) and/or leadership development operations (training schedules, participation tracking). Experience supporting contracts/procurement workflows and budget/invoice tracking in partnership with Finance. Experience working in a broader Corporate Operations support capacity with responsibilities for, or tight coordination with, IT, Contracts/Procurement, Communications, Facilities, Finance, and HR, including managing dependencies, routing approvals, and ensuring cross-functional follow-through. Demonstrated ability to operate as a high-volume workflow coordinator across multiple leaders, anticipating conflicts, prioritizing rapidly, and driving action tracking through closure (air traffic control" style execution). Please submit two files, one for your cover letter and another for a resume. Please apply by the priority application date of 01/30/2026 to receive full consideration. Please note that during the application process, you may be prompted to opt-in to Artificial Intelligence (“AI”) scoring. This is an automatic request in the ADP system but is not a feature that is used by NYSERDA in its recruiting and hiring process. Your response will have no impact on your application to NYSERDA. For further information on our hiring policies, employment opportunities for people with disabilities and EEO please click on this link and scroll down to the Policies section. [INDASF]

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

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

GlobalFoundries (GF) is a leading full-service semiconductor foundry providing a unique combination of design, development, and fabrication services to some of the world's most inspired technology companies. With a global manufacturing footprint spanning three continents, GF makes possible the technologies and systems that transform industries and give customers the power to shape their markets. For more information, visit *********** New College Graduates Overview: We offer many full-time employment paths for recent graduates, which provide accelerated training in a fast-paced work environment, cross-functional working opportunities, and talent mobility. New college graduates are provided with mentorship, networking, and leadership opportunities, which give our new team members life-long connections and skills. Summary of Role: GlobalFoundries is seeking a New College Graduate HR Business Partner to join our dynamic and collaborative Global HR team. This role offers hands-on experience supporting business leaders and employees within the Enablement Functions. Essential Responsibilities include: Support the Global Lead HRBP in executing HR programs aligned with business goals, including performance management, talent development and employee engagement initiatives. Partner with leaders in the Enablement Functions to design and implement medium-to long-term HR strategies aligned with business objectives. Drive organization and leadership development efforts, supporting employee engagement, and partner with managers to address root causes of people-related issues using a data driven, systematic approach Contribute to talent management and succession planning initiatives within the client organization. Serve as a trusted HR partner, acting as a change agent, brand ambassador, advisor, and member of the line management staff. Other Responsibilities: Perform all activities in a safe and responsible manner and support all Environmental, Health, Safety & Security requirements and programs. Works and collaborates other projects and/or assignments as needed. Required Qualifications: Education - Graduating with Bachelor's or Master's in Business Administration, Psychology, Labor Relations, Marketing or related field from an accredited degree program. Exposure to core HR functions such as onboarding, employee engagement or performance management. Familiarity with HR systems or tools such as Workday or similar platforms Demonstrated ability to work within cross-functional teams, ideally in a team-based academic project or student organization. Strong communication, interpersonal, and problem-solving skills, with the ability to handle sensitive topics with professionalism Experience in data analysis or using metrics to help make or inform decisions, ideally in an academic, internship or project-based setting. Must have at least an overall 3.0 GPA and proven good academic standing. Language Fluency - English (Written & Verbal) Travel - Up to 10% Preferred Qualifications: Prior related internship or co-op experience. Demonstrated prior leadership experience in the workplace, school projects, competitions, etc. Project management skills, i.e. the ability to innovate and execute on solutions that matter; the ability to navigate ambiguity. Strong written and verbal communication skills Strong planning & organizational skills #NCGProgramUS Expected Salary Range $50,400.00 - $99,100.00 The exact Salary will be determined based on qualifications, experience and location. If you need a reasonable accommodation for any part of the employment process, please contact us by email at usaccommodations@gf.com and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address. An offer with GlobalFoundries is conditioned upon the successful completion of pre-employment conditions, as applicable, and subject to applicable laws and regulations. GlobalFoundries is fully committed to equal opportunity in the workplace and believes that cultural diversity within the company enhances its business potential. GlobalFoundries goal of excellence in business necessitates the attraction and retention of highly qualified people. Artificial barriers and stereotypic biases detract from this objective and may be illegally discriminatory. All policies and processes which pertain to employees including recruitment, selection, training, utilization, promotion, compensation, benefits, extracurricular programs, and termination are created and implemented without regard to age, ethnicity, ancestry, color, marital status, medical condition, mental or physical disability, national origin, race, religion, political and/or third-party affiliation, sex, sexual orientation, gender identity or expression, veteran status, or any other characteristic or category specified by local, state or federal law

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

Benefits: 401(k) 401(k) matching Dental insurance Health insurance Paid time off Vision insurance Open Door Mission - Glens Falls, NY Full-Time, Exempt Reports to: Executive Director About Open Door MissionOpen Door Mission is a 501(c)(3), non-profit organization dedicated to serving people at their point of need, cultivating personal growth and community sustainability. Open Door Mission serves individuals who are homeless and low-income and models its Christian faith by providing practical solutions to physical, spiritual, and relational brokenness. Open Door Mission operates a homeless shelter, food pantry, addiction recovery programs, and community outreach services. Position Summary The Manager of Administration and Human Resources will work closely with the Executive Director in managing and completing finance, human resources, and general administrative tasks for the Open Door Mission. Key Responsibilities· Maintain accurate QuickBooks records, including accounts payable/receivable, payroll, deposits, reconciliations, and general ledger. · Coordinate with outsourced CFO to ensure all accounting functions are efficiently processed.· Prepare financial reports, board summaries, and required government forms.· Oversee HR functions: onboarding, recruiting, benefits administration, compliance, and employee recordkeeping.· Manage insurance coverage, Simple IRA plan, and required staff trainings.· Support the Executive Director and CFO with administrative and financial tasks. Qualifications· Proficiency in QuickBooks and Microsoft Office (especially Excel).· Strong accounting, organizational, and multitasking skills with attention to detail.· Excellent written and verbal communication; able to work independently and collaboratively.· Demonstrated integrity, confidentiality, and professionalism.· Mature Christian with a ministry mindset, compassionate toward others, and aligned with The Open Door Mission's faith-based values and mission. Additional Requirements · Comfortable working in a dynamic, faith-driven, and service-oriented environment.· Demonstrates a genuine passion for serving the needy and marginalized within our community.· Able to engage effectively with individuals from diverse backgrounds and life circumstances.· Strong analytical skills with exceptional attention to detail.· Upholds the highest standards of integrity and ethics.· Builds positive relationships across various business cultures and collaborates well with team members.· Highly organized in managing time, tasks, and records.· Proactive problem-solver with a solution-oriented mindset. Compensation Salary range is $50,000 - $60,000 annual. Benefits include PTO, and virtual medical, dental, vision which are paid for in full by employer. Additional benefits include life and IRA with company match. How to Apply Please submit your CV/resume, to Andrea Baxter, Chief Operating Officer with Capital CFO+, ************************. The Open Door Mission (ODM) is a non-denominational Christian ministry located in Glens Falls, NY. The right candidate will meet our Qualifications for Employment and Statement of Faith. Equal Opportunity EmployerIt is the policy of The Open Door to grant equal opportunities for employment to all qualified persons without regard to age, race, color, national origin, military, gender, genetic characteristic, marital status, unemployment, domestic violence, or any other grounds prohibited by law. Every effort is made to select individuals who are best suited to the position based on qualifications, education (when applicable), ability, work record, experience and fit. It is our intent and desire to provide equal opportunities in employment, promotion, training, wages, benefits, and all the privileges, and terms and conditions of employment. This commitment applies to all individuals employed by and involved in the operations of The Open Door and its associated ministries and prohibits unlawful discrimination by any Open Door staff member. Consistent with this policy of nondiscrimination, The Open Door will provide reasonable accommodation to a qualified individual with a disability in accordance with the Americans with Disabilities Act. In order to carry out the stated purposes of The Open Door, it is the policy of The Open Door to recruit and hire (in a regular category) only applicants who have made a personal commitment to Jesus Christ and accepted Him as their Lord and Savior, as indicated on and consistent with our Statement of Faith and General Application form. As a religious, charitable, non-profit organization - 501 (c)(3), The Open Door has an organizational exemption within Title VII, Civil Rights Act of 1964, as amended, as it relates to discrimination because of religious formation and purpose. We further reserve and will exercise the right to discriminate or designate certain positions when a bona fide occupational qualification exists. All employment decisions will be made in compliance with applicable labor laws. Compensation: $50,000.00 - $60,000.00 per year We seek to take the burden and over-whelm of your financials and back-end business tasks off your plate; offering you a sense of relief and time to focus your attention on building your business. What Sets Us Apart We are relationship-driven and focused on providing successful solutions for our clients. Transparency and efficiency are key values we hold true to in our work. We support, we lead and we provide. We work in your business, so that you can focus your attention on growing your business. We reduce costs Hiring and training full or part-time staff can be very expensive. Paying for an employee with benefits is costly. Many companies and nonprofits either do not need a full-time position OR need additional help that does not require an additional in-house employee. Working with Capital CFO+ lets you focus your human resources where you need them most. We improve efficiency When you have an expert working on a project, they will be faster, effective, and efficient. Working with Capital CFO+ gives owners and leaders an essential competitive advantage. By outsourcing activities that are routine, administrative, or require specialized skills, you can focus more on core functions and ensure that your company thrives and succeeds. We level the playing field Most small firms simply can't afford to match the in-house support services that larger companies maintain. Capital CFO+ helps small firms act “big” by giving them access to the same economies of scale, efficiency, and expertise that large companies enjoy. Our Mission We are here to be your business partner. From simplifying your finances, to priori-tizing your back-end needs, we listen to your objectives and work to put the pieces of your business together to form a solid foundation and a brand built for success. Explaining your financials so they are straightforward and easy to understand. Being transparent with our work and allowing you to be, too. Being accurate and exact with our reporting and recordkeeping.

Job DescriptionBenefits: 401(k) 401(k) matching Dental insurance Health insurance Paid time off Vision insurance Open Door Mission Glens Falls, NY Full-Time, Exempt Reports to: Executive Director About Open Door Mission Open Door Mission is a 501(c)(3), non-profit organization dedicated to serving people at their point of need, cultivating personal growth and community sustainability. Open Door Mission serves individuals who are homeless and low-income and models its Christian faith by providing practical solutions to physical, spiritual, and relational brokenness. Open Door Mission operates a homeless shelter, food pantry, addiction recovery programs, and community outreach services. Position Summary The Manager of Administration and Human Resources will work closely with the Executive Director in managing and completing finance, human resources, and general administrative tasks for the Open Door Mission. Key Responsibilities Maintain accurate QuickBooks records, including accounts payable/receivable, payroll, deposits, reconciliations, and general ledger. Coordinate with outsourced CFO to ensure all accounting functions are efficiently processed. Prepare financial reports, board summaries, and required government forms. Oversee HR functions: onboarding, recruiting, benefits administration, compliance, and employee recordkeeping. Manage insurance coverage, Simple IRA plan, and required staff trainings. Support the Executive Director and CFO with administrative and financial tasks. Qualifications Proficiency in QuickBooks and Microsoft Office (especially Excel). Strong accounting, organizational, and multitasking skills with attention to detail. Excellent written and verbal communication; able to work independently and collaboratively. Demonstrated integrity, confidentiality, and professionalism. Mature Christian with a ministry mindset, compassionate toward others, and aligned with The Open Door Missions faith-based values and mission. Additional Requirements Comfortable working in a dynamic, faith-driven, and service-oriented environment. Demonstrates a genuine passion for serving the needy and marginalized within our community. Able to engage effectively with individuals from diverse backgrounds and life circumstances. Strong analytical skills with exceptional attention to detail. Upholds the highest standards of integrity and ethics. Builds positive relationships across various business cultures and collaborates well with team members. Highly organized in managing time, tasks, and records. Proactive problem-solver with a solution-oriented mindset. Compensation Salary range is $50,000 - $60,000 annual. Benefits include PTO, and virtual medical, dental, vision which are paid for in full by employer. Additional benefits include life and IRA with company match. How to Apply Please submit your CV/resume, to Andrea Baxter, Chief Operating Officer with Capital CFO+, ************************. The Open Door Mission (ODM) is a non-denominational Christian ministry located in Glens Falls, NY. The right candidate will meet our Qualifications for Employment and Statement of Faith. Equal Opportunity Employer It is the policy of The Open Door to grant equal opportunities for employment to all qualified persons without regard to age, race, color, national origin, military, gender, genetic characteristic, marital status, unemployment, domestic violence, or any other grounds prohibited by law. Every effort is made to select individuals who are best suited to the position based on qualifications, education (when applicable), ability, work record, experience and fit. It is our intent and desire to provide equal opportunities in employment, promotion, training, wages, benefits, and all the privileges, and terms and conditions of employment. This commitment applies to all individuals employed by and involved in the operations of The Open Door and its associated ministries and prohibits unlawful discrimination by any Open Door staff member. Consistent with this policy of nondiscrimination, The Open Door will provide reasonable accommodation to a qualified individual with a disability in accordance with the Americans with Disabilities Act. In order to carry out the stated purposes of The Open Door, it is the policy of The Open Door to recruit and hire (in a regular category) only applicants who have made a personal commitment to Jesus Christ and accepted Him as their Lord and Savior, as indicated on and consistent with our Statement of Faith and General Application form. As a religious, charitable, non-profit organization 501 (c)(3), The Open Door has an organizational exemption within Title VII, Civil Rights Act of 1964, as amended, as it relates to discrimination because of religious formation and purpose. We further reserve and will exercise the right to discriminate or designate certain positions when a bona fide occupational qualification exists. All employment decisions will be made in compliance with applicable labor laws.

Join our grand opening team for our newest location in Manhattan opening in March 2026 on Bryant Park at 5th Avenue!Compensation: Hourly: $34.62/hr *The offered salary or salary range is based on several factors, including, but not limited to, overall experience, relevant experience, education level, certifications, applicable skills and expertise, and location of the position.” Position Overview:Reporting into the store based Area HR Manager, the Human Resources Assistant Manager will be responsible for providing training and support for HR functions including but not limited to training Store Managers, HR Associates and Coordinators, payroll, timecard enforcement and maintenance of personnel files.Job Description: Partner with Area Human Resources Manager on employee relations issues and staffing objectives Process various reports and focus on the administrative tasks associated with HR recording, policy and procedure Process liaison for employee relations questions and concerns, leaves of absence, paid time off, workers compensation, etc. Assist with interviews, investigations, disciplinary actions, and provides HR support at the store level Collaborates with other functional groups including store managers, human resources, training and payroll Provides training for Store Managers and Human Resources Coordinators including but not limited to HR processes and procedures, employment laws, recruiting, etc. Advises Area Manager and Store Managers on workforce planning Supports in recruiting for the store by developing and maintaining professional relationships with external sources to generate applicant flow including learning institutions, government agencies, independent organizations including nonprofit agencies, and other employment sources Utilizes recruiting tools and employs talent acquisition strategies to source external candidates by conducting on-site recruiting events, holding job fairs, and shopping the competition to find potential talent Follow up and track all aspects of employment, such as completing employment forms, conducting orientations and notifying the department of new hire start date Assist with all recruitment efforts including setting up and participating in on-site and external job fairs Support in the posting and updating of open positions on internal and external job boards Partners with Store Manager to manage and control monthly personnel costs Partners with Stores HR group to solve company issues Assist with special projects as assigned by management Supports and manages support for multiple locations Qualifications: Bachelors Degree Minimum of two (2) years human resources or related experience. Experience in retail preferred Strong PC knowledge which include MS Excel, Word Experience with applicant tracking systems and Hume Resources Systems (Workday strongly preferred) Excellent Customer Service skills Ability to maintain confidentiality Must possess excellent written and verbal communication skills Knowledge of HR policies and practices, employment law, recruitment and employment practices, Equal Employment Opportunity regulations and guidelines Ability to work a flexible schedule that meets the business needs, including evenings and weekends Travel may be required (10-25%) Benefits: Medical, dental, and vision coverage 401k plan - 100% match on the first 3% you contribute, 50% on the next 2% you contribute Paid parental leave Fertility benefits, including IVF Life insurance Short-term and long-term disability insurance HSA/FSA options Employee Assistance Program Vacation & Personal Time Off Sick & Wellness Time Off 30% Employee Merchandise Discount Employee Referral Bonus Commuter benefits The Company is committed to equal pay initiatives and will not ask candidates for their current or past salary. As an Equal Opportunity Employer, Fast Retailing does not discriminate against applicants or employees because of race, color, creed, religion, sex, national origin, veteran status, disability, age, citizenship, marital or domestic/civil partnership status, sexual orientation, gender identity or expression or because of any other status or condition protected by applicable federal, state or local law.

#Human Resources Generalist Location: Saratoga Hospital, 211 Church Street, Saratoga Springs, NY 12866 Employment Type: Per Diem Shift/Schedule: 8a-4:30p Department:#Human Resources Salary Range: $24.63 - $43.31/ hour based on verified education and experience About Saratoga Hospital At Saratoga Hospital, we#ve built a reputation for high-quality, compassionate care and a commitment to the health and well-being of our community. As part of the Albany Med Health System, we combine advanced technology with a deeply personal approach#creating a supportive environment for patients, staff, and providers alike. We believe that exceptional care starts with exceptional people. About the Role We#re looking for a dedicated Human Resources Generalist#to join our team and #assist with Human Resources functions that include payroll administration in partnership with finance, employee relations, annual evaluation management, compliance, and training. This role includes the following but is not limited to: Payroll Management: Coordinates payroll and personnel changes for each pay period, including but not limited to promotions/demotions, rate and title changes, tax adjustments, transfers, and terminations. Responsible for pay and deduction inputs. Responsible for resolving payroll issues in collaboration with payroll. Resolving inquiries from managers, supervisors, and employees. Responsible for reconciliation of discrepancies in accrued banks of time. Evaluation Management: Responsible for managing the annual evaluation process for Saratoga Hospital.# Including processing annual evaluations within the HRIS system.# Additionally, processes and calculates retroactive payments and assists managers and employees with questions pertaining to the evaluation process. Employee Relations: Guides department leaders in matters involving employee relations; providing recommended course of action as appropriate. Investigates work-related issues and recommends proactive solutions and/or strategies to address department-specific issues. Human Resource Consultation: Aids employees and department leaders in the interpretation and application of human resource policies. Assists in the development and implementation of policies/procedures and programs that are designed to enhance overall levels of employee satisfaction and improve the overall culture of the organization. Project Management: Actively participates and recommends program and process enhancements to HR policies to improve customer service, consistency in policy application and data integrity. Collaborates with other HR colleagues in projects and assumes responsibility to complete assigned projects and tasks in a timely manner.# What You Bring Associate#s degree in business, human resources or related field required. Minimum of 2 years Human Resource experience required. # Required Skills, Abilities and Attributes: Ability to organize and establish day-to-day priorities while utilizing critical thinking skills in all aspects of the job. Must be able to multi-task while remaining professional, focused, composed and positive. Excellent customer service skills and must display integrity, friendliness and compassion. Must be able to establish an appropriate and effective rapport with others. Must be flexible to take initiative and embrace new opportunities to grow both personally and organizationally. Problem solving skills. Proficient with Microsoft Office products: Outlook, Word, Excel and PowerPoint. Strong organizational skills. Effective interpersonal skills. Ability to work as a team and independently Why Saratoga Hospital A caring, community-focused culture rooted in teamwork and trust Supportive leadership that invests in your development and well-being Comprehensive benefits, including medical, dental, retirement plans, tuition assistance, and wellness programs. Click here to view our complete benefits guide. Opportunities to grow within the Albany Med Health System Located in beautiful Saratoga Springs, known for its vibrant community, outdoor recreation, and cultural attractions Our Commitment We are an equal opportunity employer and strongly encourage individuals of all backgrounds and experiences to apply. If you#re passionate about healthcare and community service#even if you don#t meet every qualification listed#we#d still love to hear from you. How to Apply Click the #apply# button to submit your resume and complete our online application. Applications are reviewed on a rolling basis#apply today and discover what makes Saratoga Hospital a special place to grow you! # # Human Resources Generalist Location: Saratoga Hospital, 211 Church Street, Saratoga Springs, NY 12866 Employment Type: Per Diem Shift/Schedule: 8a-4:30p Department: Human Resources Salary Range: $24.63 - $43.31/ hour based on verified education and experience About Saratoga Hospital At Saratoga Hospital, we've built a reputation for high-quality, compassionate care and a commitment to the health and well-being of our community. As part of the Albany Med Health System, we combine advanced technology with a deeply personal approach-creating a supportive environment for patients, staff, and providers alike. We believe that exceptional care starts with exceptional people. About the Role We're looking for a dedicated Human Resources Generalist to join our team and assist with Human Resources functions that include payroll administration in partnership with finance, employee relations, annual evaluation management, compliance, and training. This role includes the following but is not limited to: * Payroll Management: Coordinates payroll and personnel changes for each pay period, including but not limited to promotions/demotions, rate and title changes, tax adjustments, transfers, and terminations. Responsible for pay and deduction inputs. Responsible for resolving payroll issues in collaboration with payroll. Resolving inquiries from managers, supervisors, and employees. Responsible for reconciliation of discrepancies in accrued banks of time. * Evaluation Management: Responsible for managing the annual evaluation process for Saratoga Hospital. Including processing annual evaluations within the HRIS system. Additionally, processes and calculates retroactive payments and assists managers and employees with questions pertaining to the evaluation process. * Employee Relations: Guides department leaders in matters involving employee relations; providing recommended course of action as appropriate. Investigates work-related issues and recommends proactive solutions and/or strategies to address department-specific issues. * Human Resource Consultation: Aids employees and department leaders in the interpretation and application of human resource policies. Assists in the development and implementation of policies/procedures and programs that are designed to enhance overall levels of employee satisfaction and improve the overall culture of the organization. * Project Management: Actively participates and recommends program and process enhancements to HR policies to improve customer service, consistency in policy application and data integrity. Collaborates with other HR colleagues in projects and assumes responsibility to complete assigned projects and tasks in a timely manner. What You Bring * Associate's degree in business, human resources or related field required. * Minimum of 2 years Human Resource experience required. * Required Skills, Abilities and Attributes: * Ability to organize and establish day-to-day priorities while utilizing critical thinking skills in all aspects of the job. * Must be able to multi-task while remaining professional, focused, composed and positive. * Excellent customer service skills and must display integrity, friendliness and compassion. * Must be able to establish an appropriate and effective rapport with others. * Must be flexible to take initiative and embrace new opportunities to grow both personally and organizationally. * Problem solving skills. * Proficient with Microsoft Office products: Outlook, Word, Excel and PowerPoint. * Strong organizational skills. * Effective interpersonal skills. * Ability to work as a team and independently Why Saratoga Hospital * A caring, community-focused culture rooted in teamwork and trust * Supportive leadership that invests in your development and well-being * Comprehensive benefits, including medical, dental, retirement plans, tuition assistance, and wellness programs. Click here to view our complete benefits guide. * Opportunities to grow within the Albany Med Health System * Located in beautiful Saratoga Springs, known for its vibrant community, outdoor recreation, and cultural attractions Our Commitment We are an equal opportunity employer and strongly encourage individuals of all backgrounds and experiences to apply. If you're passionate about healthcare and community service-even if you don't meet every qualification listed-we'd still love to hear from you. How to Apply Click the 'apply' button to submit your resume and complete our online application. Applications are reviewed on a rolling basis-apply today and discover what makes Saratoga Hospital a special place to grow you!

At Customers Bank, we believe in working hard, working smart, working together to deliver memorable customer experiences and having fun. Our vision, mission, and values guide us along our path to achieve excellence. Passion, attitude, creativity, integrity, alignment, and execution are cornerstones of our behaviors. They define who we are as an organization and as individuals. Everyone is encouraged to have personal development plans. By doing so, our team members are on their way to achieve their highest potential and be successful in their personal and professional lives. This position is required to be ONSITE in our NYC office Monday through Thursday with Friday being remote. Salary range: An annual salary range of $125,000-$150,000 is what we expect to pay for this position, based on overall skills, location and experience. Must be legally eligible to work in the United States without sponsorship, now or in the future, to be considered. Who is Customers Bank? Founded in 2009, Customers Bank is a super-community bank with over $22 billion in assets. We believe in dedicated personal service for the businesses, professionals, individuals, and families we work with. We get you further, faster. Focused on you: We provide every customer with a single point of contact. A dedicated team member who's committed to meeting your needs today and tomorrow. On the leading edge: We're innovating with the latest tools and technology so we can react to market conditions quicker and help you get ahead. Proven reliability: We always ground our innovation in our deep experience and strong financial foundation, so we're a partner you can trust. What You'll Do: We are seeking a detail-oriented and analytical HR Data, Reporting & Analytics Specialist to join our team. This role is responsible for collecting, managing, analyzing, and reporting on HR data to support data-driven decision-making, to improve efficiency. Collaborates with the team to analyze metrics and provide informed recommendations for action. The role will also contribute to HR operations efficiencies and play a role in managing cross-functional HR projects to ensure successful execution of strategic priorities. The ideal candidate will possess strong technical skills, business acumen, and experience in HR systems (Workday HCM and Reporting are required), reporting tools, and data governance, with a passion for operational excellence and continuous improvement. Data, Analytics & Reporting: Design, develop, and maintain HR dashboards and reports (e.g., headcount, turnover, DEI, time to fill, performance metrics). Ensure data integrity across HR systems (HRIS, ATS, LMS, etc.) through regular audits and validation processes. Generate reports with data to analyze workforce trends and provide actionable insights to HR leaders and business partners. Create custom reports for ad hoc requests and recurring cycles (e.g., compliance, audits, board reporting). Translate complex data into executive-level summaries and visualizations. Manage reporting calendar to ensure timely delivery of key HR metrics and compliance reports. Support data submission requirements for internal and external audits, surveys, and benchmarking studies. Successful candidate will be focused on accuracy in data in reporting, delivery within agreed timelines, reduction in manual reporting efforts through automation and incorporating AI into solutions. Operational Support: Maintain personnel files and digital records in accordance with internal policies and compliance standards. Ensure the accuracy and integrity of HR data by regularly reviewing, auditing, and updating employee records across systems. Strong knowledge of data privacy laws and the handling of confidential information. Respond to routine inquiries related to HR processes and systems, escalating complex issues as needed. Collaborate with HR team members to support day-to-day operations and drive process consistency across the function. Assist with new hire onboarding activities, including system data entry, documentation review, background check coordination, and ensuring timely completion of onboarding tasks. Project Management: Support HR initiatives and projects, including systems implementations, policy rollouts, and change management efforts. Track and follow up on deliverables, timelines, and resource plans in coordination with HR and cross-functional teams. Track and communicate project status to stakeholders, ensuring risks and issues are identified and mitigated. Support continuous improvement initiatives that align with HR strategic goals. What Do You Need? Bachelor's degree in Human Resources, Business Administration, Data Analytics, or related field required. 5-8 years of experience in HR analytics, reporting, or HR operations roles. Financial industry experience a plus. Experience managing HR projects or cross-functional initiatives is highly desirable. Strong data skills with tools such as Excel (advanced), Power BI, Tableau, or similar. Experience with SQL, Python, or other scripting tools for data extraction is a plus. Familiarity with project management tools (e.g., Asana, Smartsheet, Jira, Microsoft Project). Strong analytical and problem-solving skills. Ability to manage multiple priorities in a fast-paced environment. Excellent attention to detail and data accuracy. Strong interpersonal and communication skills to collaborate with various stakeholders. Service mind-set that fosters collaboration, building strong relationships, and a “Wow” experience for stakeholders. Technology Skills: Ability to work with the Microsoft Suite and learn/work with other Customers Bank's applications. Proficient in HRIS platforms, with Workday required. Customers Bank is an equal opportunity employer. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also provide “reasonable accommodations”, upon request, to qualified individuals with disabilities, in accordance with the Americans with Disabilities Act and applicable state and local laws. Diversity Statement: At Customers Bank, we believe in working smart, working together, and having fun while delivering innovative solutions and memorable experiences for our customers. We are committed to the continual advancement of a culture which reflects the value we place on diversity, equity, and inclusion. We honor the diverse experiences, perspectives, and identities of our team members, and we recognize that it is their passion, creativity, and integrity that drives our success. Step into your future with us! Let's take on tomorrow.

Peachy's mission is to clear care barriers and make wrinkle treatment more accessible than it's ever been through Preventative Botox, Prescription Retinoids, and Daily Use Sunscreen. Our approach? Transparent pricing, unmatched quality of care and solutions backed by science. Plain and simple. Position: Human Resources Manager Location: New York NY Peachy is a rapidly growing wellness company specializing in wrinkle prevention through FDA-approved treatments. With locations across 6 states, we focus exclusively on providing top-tier Botox treatments administered by board-certified nurse practitioners. Our mission is to make wrinkle prevention transparent, accessible, and effective for all clients. We are seeking a dynamic and growth-minded Human Resources Manager to join our team. This role is pivotal in supporting our growing studio operations focused on preventative wrinkle treatments and skincare. This role focuses on HR compliance, provider credentialing and licensing, HR systems, and end-to-end onboarding and offboarding in a regulated healthcare environment. The Human Resources Manager partners closely with leadership to uphold Peachy's clinical, operational, and compliance standards. The ideal candidate will have 3-5 years of Human resources experience, particularly in the healthcare sector, and preferably within high-growth, multi-unit, or startup environments. This position is on-site 4x a week in NoMad/Flatiron, Manhattan. What You'll Do HR Compliance & Employee Lifecycle Manage onboarding and offboarding in compliance with employment laws and internal policies. Maintain employee records, documentation, and required notices. Partner with Talent, Legal, and leadership to apply compliance standards consistently. Ensure HR policies and practices meet federal, state, and healthcare regulatory requirements. Credentialing & Licensing Manage credentialing and re-credentialing for Nurse Practitioners and licensed providers. Oversee licenses, certifications, and renewals. Conduct primary source verification and track expirations. HR Systems & Operations Maintain HR systems and employee data across platforms Support integrations between HRIS, payroll, and benefits systems Ensure data accuracy and audit readiness. Policy & Audit Support Support HR policy updates and internal audits Identify compliance risks and process improvements What You Have: Bachelor's degree in Human Resources, Healthcare Administration, Business, or related field required 3 to 5 years of progressive HR experience, ideally in healthcare, medical, or regulated environments Working knowledge of U.S. employment laws and compliance best practices Experience managing HR systems and employee data across multiple platforms Highly organized with strong attention to detail and documentation practices Eligible to work in the United States without sponsorship & over 18 years of age Experience managing credentialing for Nurse Practitioners or licensed medical providers preferred HRIS and system integration experience preferred Why Join Peachy? At Peachy, you'll not only deepen your expertise in HR compliance, credentialing, and systems operations, but also be part of a company that is scaling rapidly. You'll have a front-row seat to building and refining people processes that support our growing network of studios and clinical teams.This role offers access to ongoing learning, close partnership with leadership, and meaningful ownership of core HR operations. As Peachy grows, this position serves as a strong foundation for future growth within People & Culture, compliance leadership, or broader operational roles. Physical & Work Requirements: Ability to work in an office or clinical support environment - onsite 4 days a week at Peachy's Headquarters in Manhattan Ability to operate standard office equipment and HR technology systems Ability to review, maintain, and audit documentation for extended periods Pay & Perks: This role has a target salary range starting at $70,000 annually. Final compensation will be determined based on experience, qualifications, and job-related factors. This range may be modified in the future. Paid Time Off Complimentary quarterly wrinkle treatment + retinoid Employee discount for Peachy services and products Exclusive optional discounts through LifeMart 401K program participation + employer match after 90 days of employment Peachy may pay more or less than the posted range based on factors including but not limited to relevant experience, qualifications, and location. This position requires additional responsibilities not listed here and may change throughout employment. By applying for this job, I agree to receive text (SMS) messages, including via autodialer, related to my application and, if I am hired, related to my employment and Peachy's business. Standard messaging and data rates may apply. Text "STOP" at any time to cancel. I have read and agree to be bound by Peachy's Privacy Policy, which can be found here: ********************************************* #LI-Onsite Peachy is an equal opportunity employer and does not discriminate against any applicant or employee because of race, color, religion, sex, national origin, disability, genetic information, age, or military or veteran status in accordance with federal law. In addition, the Company complies with applicable state and local laws governing non discrimination in employment in every jurisdiction in which it maintains facilities. The Company also provides reasonable accommodation to qualified individuals with disabilities, pregnant individuals, and individuals with sincerely held religious beliefs, in accordance with applicable laws. Alert: We are aware of a scam whereby imposters are posing as employees from Peachy. Be aware of anyone requesting financial or personal information. At Peachy, we take pride in creating a best in class candidate experience. During the recruitment process, no recruiter or employee will request financial or personal information (Social Security Number, credit card, driver's license, or bank information, etc.) from you via text or email. If you are suspicious of a job posting or job related communication mentioning Peachy, let us know by contacting us at ********************* . Information for Recruiters: Peachy only accepts resumes directly from candidates. Peachy does not accept unsolicited resumes from staffing vendors, including recruitment agencies and/or search firms, and does not pay fees to any such vendors for any unsolicited resumes. Pursuance to the Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

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

The Employee Relations Specialist is responsible for conducting workplace investigations, providing guidance on complex employee issues, and overseeing various employee relations initiatives. This role works closely with HR leadership, legal teams, and business managers to ensure a fair and balanced approach to employee relations. The specialist will also be responsible for delivering ER training and managing exit interviews. Qualifications Job Responsibilities Conduct workplace investigations into claims of inappropriate behavior and conduct, ensuring a fair and balanced approach. Investigate concerns and complaints raised by employees, providing updates and remediation plans to HR leadership and business managers. Provide pragmatic and timely advice to stakeholders regarding underperforming employees, which could result in disciplinary action. Work closely with HR leadership and legal teams to understand business plans and employee relations challenges. Create and deliver employee relations training in coordination with control partners, focusing on prevention. Oversee various projects and initiatives, including new employment legislation, updates to employee relations policies, and management of wellbeing initiatives. Participate in the creation and delivery of employee relations metrics to various stakeholders. Manage reporting related to the HRIS and Performance Management System. Conduct exit interviews and provide regular reporting as required for stakeholders. Provide guidance and support to managers on how to best coach employees through complex employee issues. Oversee projects and initiatives related to employee relations, retention, and employee satisfaction. Communicate HR policies and procedures across the agency. Lead focus groups to collect data regarding different stages of employment. Job Requirements Bachelor's degree in Human Resources, Business, or a related field required. Professional in Human Resources (PHR) certification or SHRM Certified Professional (SHRM-CP) preferred. 3-5 years of Human Resources experience, with knowledge of employment law, HRIS programs, and reporting systems required. Proficiency in Microsoft Office applications, including Excel, Word, Teams, and PowerPoint. Excellent verbal and written communication skills. Strong interpersonal and customer service skills. Exceptional organizational skills and attention to detail. Effective time management skills with a proven ability to meet deadlines. Ability to work well in a fast-paced and sometimes stressful environment. Industry-specific experience desirable. Must have a valid driver's license with an acceptable driving history per agency standards, and a reliable vehicle. Travel is required. Ability to coordinate and plan travel efficiently for visits and appointments. Together for Youth is an equal opportunity employer and does not discriminate on the basis of age, race, creed, color, national origin, sexual orientation, military status, sex, pregnancy, gender identity or expression, disability, marital status, or any other basis covered by appropriate law. We are committed to fostering an inclusive, equitable, and accessible environment where diversity is valued and recognized as a source of strength and enrichment. We seek to attract talented people from a diverse range of backgrounds and cultures. As a federal contractor, Together for Youth will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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