Human resources manager jobs in Fall River, MA - 370 jobs

HR Onboarding & People Operations Coordinator (In-Office) Do you love making great first impressions and keeping things running smoothly behind the scenes? Join this great team and be the friendly, organized force that helps new hires feel welcome, supported, and ready to succeed from day one! What You'll Do: *Own the full onboarding journey-creating a seamless, positive, and memorable experience that sets new team members up for success and long-term engagement. *Coordinate and lead New Hire Orientation sessions, manage onboarding schedules, prepare materials, and ensure everything is buttoned up and compliant (yes, that includes I-9 and E-Verify). *Handle all new hire paperwork with precision-maintaining accurate personnel records such as benefits enrollment, PTO tracking, wage history, and employment files. *Be a key partner in the hiring process by scheduling interviews and coordinating logistics between candidates, recruiters, and hiring managers. *Support HR compliance initiatives by helping ensure policies, documentation, and processes meet all regulatory requirements. If you're detail-oriented, people-focused, and enjoy being at the heart of the employee experience, this role is a perfect fit! Excellent salary, fantastic benefits and perks! This role sits in the office (possibility of one day remote)

A nonprofit-focused HR consulting firm is seeking a Principal HR Consultant to advise clients on employee relations and HR compliance. Ideal candidates will have extensive experience in HR practices and employment law, be skilled in coaching managers, and are committed to fostering inclusive work environments. This remote position requires availability for Eastern Time Zone hours and offers a competitive salary range of $105,000 to $140,000 with performance-based bonus opportunities. #J-18808-Ljbffr

## Vice President, HR Business Partners - Global GTMBoston, MA, USAOur world is transforming, and PTC is leading the way.Our software brings the physical and digital worlds together, enabling companies to improve operations, create better products, and empower people in all aspects of their business.Our people make all the difference in our success. Today, we are a global team of nearly 7,000 and our main objective is to create opportunities for our team members to explore, learn, and grow - all while seeing their ideas come to life and celebrating the differences that make us who we are and the work we do possible.## Vice President, HR Business Partner - Chief Revenue Officer (CRO)## The Vice President, HR Business Partners will serve as the principal strategic advisor to the Chief Revenue Officer (CRO) and the executive leadership of all Go-To-Market (GTM) functions-Sales, Marketing, Customer Success, Revenue Operations, and Partner/Channel organizations. This enterprise-impact role will shape and lead people strategies that accelerate global growth, drive innovation, and enhance customer-centricity across all revenue-generating teams. The ideal candidate is a seasoned HR executive with exceptional business acumen, a commanding executive presence, and a track record of influencing C-suite leaders and driving transformational change in complex, high-growth environments.## Key Responsibilities### Enterprise Strategic Partnership- Serve as a trusted advisor to the CRO and GTM executives, translating business strategy into integrated people plans.- Influence and guide executive decision-making on talent strategy, organizational effectiveness, and leadership alignment.- Leverage advanced people analytics and market intelligence to inform strategic workforce decisions and anticipate future needs.### Organizational Architecture & Workforce Strategy- Lead enterprise-level organizational design and workforce planning initiatives to support evolving GTM models.- Align talent capacity, productivity, and investment with long-term business objectives in partnership with Finance and GTM Operations.- Drive strategic workforce evolution, including capability building, future skills planning, and global talent optimization.### Executive Talent & Leadership Development- Architect and execute leadership development strategies that build bench strength and succession readiness across GTM functions.- Champion executive coaching, performance acceleration, and high-potential talent programs tailored to customer-facing leaders.### Culture Transformation & Change Leadership- Shape and sustain a high-performance, customer-obsessed culture aligned with enterprise values and growth ambitions.- Lead change management strategies for GTM transformation, new market entry, and operating model shifts.- Design and deploy engagement strategies that attract, retain, and inspire top talent in competitive global markets.### Enterprise Collaboration & Influence- Partner with HR Centers of Excellence (COEs)-Talent Acquisition, Total Rewards, Learning & Development, and DEI-to deliver scalable, tailored solutions.- Collaborate across the HRBP network to drive consistency, share best practices, and align on enterprise-wide talent initiatives.## Qualifications- 15+ years of progressive HR leadership experience, including significant tenure as a strategic HRBP in global, high-growth environments.- Deep expertise supporting Sales and GTM functions at the executive level, ideally within SaaS, technology, or B2B enterprise sectors.- Demonstrated success influencing C-suite leaders, driving strategic decisions, and leading enterprise-wide organizational change.- Mastery in organizational development, executive coaching, workforce strategy, and high-performing team design.- Strong analytical and strategic mindset with fluency in data-driven decision-making.- Exceptional communication, executive presence, and stakeholder engagement skills.- Bachelor's degree required; advanced degree preferred.PTC carefully considers a wide variety of factors when determining compensation. The anticipated annual base salary range for this position is between **$211,000 - $275,000**. The salary range reflects a good-faith estimate of compensation at the time of posting. Actual compensation may vary based on a candidate's skills, qualifications, experience, and location. Additionally, candidates may be eligible for a performance-based bonus. Employees also have the opportunity to become a PTC shareholder through our employee share purchase program (ESPP), which allows for the purchase of discounted PTC stock. Certain roles may also be eligible for participation in our equity programs. Employees may be eligible for medical, dental and vision insurance, paid time off and sick leave, tuition reimbursement, 401(k) contributions and employer match, flexible spending accounts, life insurance, disability coverage and, if you are an office-assigned employee, a generous commuter subsidy. All total rewards and benefits programs are subject to applicable plan eligibility and other terms and conditions.For more information about PTC's comprehensive benefits, please visit our .Applications will be accepted on an on-going basis.At PTC, we believe in the power of diverse ideas and perspectives. As a global company that values and respects all identities, cultures, and perspectives, we strive to create an inclusive PTC for ALL through an environment where everyone feels like they belong and are empowered to bring their true, authentic selves to work. Proud to be an Equal Opportunity Employer, we welcome applicants from all backgrounds and hire without regard to race, national origin, religion, age, color, ethnicity, ancestry, marital status, sex (including pregnancy), sexual orientation, gender identity, gender expression, genetic information, disability, veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.Life at PTC is about more than working with today's most cutting-edge technologies to transform the physical world. It's about showing up as you are and working alongside some of today's most talented industry leaders to transform the world around you.We respect the privacy rights of individuals and are committed to handling Personal Information responsibly and in accordance with all applicable privacy and data protection laws. ."You can learn more about who we are, what we do, and what sets us apart by following us on social media. The #lifeat PTC experience is one that we're proud to share and it just keeps getting better.Years of experience* Less than 2 years* 2 - 4 years* 4 - 8 years* 8+ years Top skills Employee EngagementChange ManagementHRISConsulting1. Vice President Human Resources2. Director Human Resources3. Senior Vice President Human Resources4. Chief Human Resources Officer5. Head of Human Resources #J-18808-Ljbffr

A luxury hotel group in Boston is seeking a Director of People & Culture to lead HR initiatives, manage recruitment strategies, and oversee labor relations for a 5-Star luxury hotel. The ideal candidate will have a 4-year degree, at least 5 years of HR experience in a hotel, and recruitment experience in the hospitality field. A competitive salary range of $170,000 to $185,000 is offered along with excellent benefits. #J-18808-Ljbffr

A leading nonprofit consulting agency is seeking a Principal HR Consultant to provide strategic guidance and support to nonprofit clients. The ideal candidate will have over 8 years of HR experience, strong knowledge of employment law, and a passion for equity and inclusion. This role involves advising on complex personnel matters, coaching managers, and maintaining documentation for compliance. Opportunity to work with a diverse range of organizations, emphasizing people-centered practices. #J-18808-Ljbffr

Posted Friday, November 28, 2025 at 5:00 AM Bay Cove Human Services' mission is to partner with people to overcome challenges and realize personal potential. Bay Cove pursues this mission by providing individualized and compassionate services to people facing the challenges associated with developmental disabilities, mental illness, substance use disorders, and homelessness at more than 175 program sites throughout Greater Boston and southeastern Massachusetts. Job Summary: The HR Business Partner (HRBP) position acts as a strategic partner to the leaders in our programs to help them lead and build effective teams that contribute to our mission. The position develops partnerships within the HR function to deliver value-added service to management and employees that reflect the strategic objectives of the organization. This is an exempt position. Essential Functions of the Position: Meets regularly with the program VPs and their teams. Providing HR guidance to ensure a positive outcome Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with outside legal counsel as needed/required. Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Provides guidance and input on program restructures, workforce planning and succession planning. Identifies training needs for programs and individual executive coaching needs. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Job Requirements: Bachelor's degree preferred with a minimum of 8 years of experience resolving complex employee relations issues. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Strong influence skills and the ability to thoughtfully navigate difficult situations Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Proficient with Google Suite or related software. Bay Cove Human Services is an Equal Opportunity Employer and does not discriminate on the basis of race, ethnicity, religion, sex, gender identity or expression, national origin, sexual orientation, disability, age, veteran status, or any other groups as protected by Massachusetts or federal law. All qualified candidates, regardless of background, are encouraged to apply. Bay Cove Human Services does not offer visa sponsorships at this time and will require candidates to be authorized to work in the United States. Pay Range: $100,000 - $110,000 annual salary #J-18808-Ljbffr

Career Opportunities with Charles River Community Health Inc A great place to work. CLASSIFICATION/STATUS: Exempt, Full Time, Permanent IMMEDIATE SUPERVISOR: Director of Employee Relations and Human Resources SUPERVISORY RESPONSIBILITIES: None FLEXIBLE WORK: Hybrid (3-4 days on-site, based on managerial discretion) SALARY BAND: Band 5($72,800 to $101,000 annual) WHO YOU ARE: YOUR ROLE & IMPACT The mission of Charles River Community Health (CRCH) is to partner with individuals and families to help them thrive and lead healthier lives by delivering the comprehensive, integrated, and equitable primary healthcare that matters most to them. As part of the dynamic Human Resources team at Charles River Community Health (CRCH), the Associate Director of Human Resources plays a vital role in developing and executing HR strategy to support the health center's mission, workforce, and strategic goals. Reporting to the Director of Employee Relations and Human Resources, the Associate Director of Human Resources maintains a strong and regular presence across departments and cultivates relationships with managers and staff to promote employee engagement, mission alignment, and company culture. The Associate Director of Human Resources serves as a senior member of the HR team, providing oversight in areas such as workforce development, employee relations, and HR operations, while helping build an HR department that is proactive and aligned with organizational values. We are seeking a collaborative, strategic, and hands‑on Associate Director of Human Resources to help lead key HR functions and support our expanding organization. YOUR RESPONSIBILITIES Partner with the Director of HR to develop, implement, and refine HR strategies, policies, and initiatives. Serve as a trusted advisor to managers and staff, promoting a culture of collaboration, engagement, and professional growth Support Director of HR with employee relations matters, acting as a trusted advisor for problem resolution and maintaining a positive work environment, while remaining in compliance with legal regulations and internal processes. Provide guidance to managers on employee relations issues, performance concerns, conflict resolution, and progressive disciplinary action. Collaborate with department leaders to assess staffing needs, workforce trends, and retention opportunities Collaborate with hiring managers across the health center to ensure strategic candidate screening, effective interviewing processes, and clear communication. Document key variables to enable future data driven hiring decisions and move CRCH to a “hiring the right fit” model Support recruitment processes by coordinating onsite interviews and shadowing days with hiring managers, including preparing staff for participation in interviews and facilitating on day of interviews. Develop behavioral interview guides and tools, including customized forms with feedback and rating sections, to set managers up for hiring success. Work with hiring managers to design and implement role‑specific interviewing, onboarding, training, and development tools and processes. Collaborate with leaders to identify training, development, and coaching needs across the organization. Assist in building career development pathways and departmental succession planning strategies. Provide regular coaching for select managers and targeted coaching for those in need of development, with timelines and metrics to track progress. Meet with internal candidates applying for management roles to assess their readiness, provide feedback, and ensure alignment with hiring manager expectations. Deliver individualized training for new and newly promoted hiring managers on hiring processes, performance management, payroll workflows, progressive discipline, ATS utilization, and other essential HR systems and processes. Work with HR Generalists to develop and deliver bi‑monthly leadership training workshops and peer learning round tables, to support manager development of the essential skills for leadership success. Monitor and update job descriptions as needed, ensuring alignment with organizational goals, and provide guidance to recruiters when necessary. Guide the Internship Coordinator and relevant hiring managers to strategically and proactively plan for grant funding and additional staffing. Provide support to HR with design, execution, and evaluation of organization‑wide culture and engagement initiatives to enhance staff satisfaction and retention. Perform additional duties as assigned by the Director of Employee Relations and Human Resources, Chief Operating Officer, or designee. YOUR QUALIFICATIONS, COMPETENCIES, TRAITS Bachelor's degree or equivalent work experience required. Alignment with CRCH's values required. Belief that everyone, regardless of social, cultural, or economic status, should receive superb health care services. Demonstrated effective recruitment and retention strategies required, and a plus if within a CHC context. Proven experience achieving organizational placement goals for two consecutive fiscal years, required. Established history of developing innovative recruitment strategies, building healthy pipelines and talent pools, and proven experience streamlining processes and creating efficiencies to inform ongoing work. Must be a continuous learner, self‑starter, and confident in own ability to lead recruitment efforts and retain high‑performing staff. Must be self‑reflective, open to feedback, and speak transparently in order to achieve buy‑in. Must be available to meet regularly with managers, staff, and team members to support work in employee relations, workforce development, benefits, and HR operations. Must be highly organized with the capacity to manage work and priorities autonomously. Advanced knowledge of PowerPoint, Excel, Word, Microsoft Outlook, Email, and Calendar required. Advanced knowledge of ATS, HRIS, and Payroll systems required. Advanced knowledge of Paylocity, Survey Monkey, internet search queries, a plus. Ability to manage confidential and sensitive information required. Excellent problem solving, follow up, assertive project management and analytical skills required. Must be “hands‑on,” roll‑up‑your‑sleeves, meet deadlines and bring projects over the finish line in order for the health center to succeed. Must believe in the work we do at CRCH, with a strong passion to serve underserved populations in diverse settings. WHO WE ARE & WHAT WE DO Charles River Community Health's mission is to partner with individuals and families so they can thrive and lead healthier lives by delivering the comprehensive, integrated, and equitable primary healthcare that matters most to them. CRCH is a comprehensive practice providing medical, pharmacy, dental, behavioral health, optical, and vision services to diverse underserved local communities. We serve over 13,500 patients annually, and 90% of those served are low income, while over 70% need services in a language other than English. We are committed to providing patients with timely access to the right care, at the right place and at the right time, collaborating with other organizations to connect patients with a comprehensive range of services and provide continuity of care, and creating new community partnerships to meet the changing needs of patients and the community. We value caring for everyone with dignity, respect, and compassion, reducing cultural, financial and other barriers to care, and eliminating health care disparities for our patients. We also advocate for the needs of our patients, the community, and public health causes. OUR PROMISE If you are passionate about providing service excellence in a mission‑driven, team‑oriented, and progressive organization, you will find your career as Associate Director of Human Resources rewarding and impactful! You will also find a partner in your career path goals and trajectory! OUR BENEFITS & PERKS Medical Vision, & Dental Insurance Short, Long‑term Disability, and Life Insurance Generous Paid Time Off Flexible Spending Account Employee Assistance Program Tickets at Work Health Reimbursement Arrangement Travel Reimbursement Professional Development Opportunities Solid track record of developing and promoting employees internally! Charles River Community Health is strongly committed to diversity and a workplace environment that respects, appreciates and values employee differences and similarities. By providing and supporting a work culture that fosters and builds upon diversity and its strengths, CRCH will better serve our local communities and continue to provide quality patient care and services. CRCH is an employment at‑will organization and an equal opportunity employer committed to maintaining a work and learning environment free from discrimination on the basis of sex, race, color, religion, national origin, pregnancy, gender identity, sexual orientation, marital/civil union status, ancestry, place of birth, age, citizenship status, veteran status, political affiliation, genetic information or disability, as defined and required by state and federal laws. Additionally, CRCH prohibits retaliation against an applicant or employee because he or she has engaged in protected activity under the statutes prohibiting discrimination in the workplace. #J-18808-Ljbffr

We are seeking a Senior Human Resources Business Partner to provide strategic and hands-on HR leadership for a designated business unit within a large healthcare environment. This role serves as a trusted advisor to leaders and employees, aligning people strategies with business objectives while ensuring compliance, consistency, and a strong employee experience. This is an onsite role, five days per week, supporting hospital operations and leadership. What You'll Do Strategic Leadership & HR Partnership Serve as a strategic partner to business unit leadership, providing coaching and consultation on leadership development, organizational effectiveness, change management, and employee engagement Proactively design and implement value-added HR strategies that support operational and long-term business goals Act as a consultant, advisor, and facilitator by deeply understanding business challenges and translating them into practical HR solutions Employee Relations & Compliance Provide employee relations expertise, ensuring compliance with organizational policies and state and federal employment laws Coach managers on performance management, employee relations issues, and corrective action Investigate employee concerns and recommend appropriate resolutions Talent & Organizational Development Partner with staffing teams and leaders to attract, hire, and retain the right talent Collaborate with Organizational Development to support career development strategies and succession planning Support performance management processes, promotions, and workforce planning HR Operations & Change Management Partner with HR Centers of Excellence on organizational design, compensation, benefits, training, recognition, and staffing Support restructuring and reorganization initiatives, including talent assessments, communication planning, and implementation strategies Participate in companywide HR programs such as merit cycles and performance review processes Additional Responsibilities Maintain current knowledge of HR best practices with an emphasis on healthcare trends Participate in hospital committees and meetings as needed Uphold hospital standards related to patient rights, safety, infection control, and customer service Perform other duties as assigned What We're Looking For Education Bachelor's degree in Human Resources Management, Organizational Development, or a related field (required) Master's degree preferred Experience Minimum of 7 years of progressive HR experience Experience supporting organizational development within a large organization or complex business unit Prior experience in a hospital or healthcare setting Experience working with represented populations and multiple collective bargaining agreements required Certifications SPHR certification a plus Skills & Competencies Strong knowledge of employment laws and HR best practices Excellent organizational, project management, and change management skills Ability to influence and communicate effectively at all levels of the organization Strong critical thinking and problem-solving skills Advanced proficiency in Microsoft Office, particularly Excel (pivot tables, VLOOKUPs, data analysis, and charting) Comfortable creating and delivering formal presentations to leadership and stakeholder groups Why This Role This is an opportunity to step into a true HR business partner role where your expertise will directly support leaders, employees, and the broader mission of a healthcare organization. You'll have visibility, influence, and the ability to make a meaningful impact in a fast-paced, mission-driven environment.

Consumer Relations & Front Office Coordinator Wellesley, MA | $70,000-$75,000 | On-site, 5 days/week Only candidates local to Boston and able to commute daily to Wellesley can be considered. We're partnering with a global consumer brand to hire a Consumer Relations & Front Office Coordinator. This is a full-time, in-office position located in Wellesley, MA. You'll be the face of the brand at HQ greeting guests, managing day-to-day office operations, and ensuring consumer communications are handled with care and precision across email, phone, and social media. What You'll Do Serve as the first point-of-contact for consumer inquiries Manage incoming calls, emails, and social media questions or concerns while maintaining brand standards Track and organize all consumer communications in the CRM system Coordinate outgoing coupons, responses, and follow-up actions Greet visitors and handle incoming/outgoing packages Keep internal documents and response libraries up to date Partner with Marketing, Sales, and Quality teams on special projects What You Bring 2-6 years of experience in customer service, office coordination, or admin support Friendly, polished communication style, both written and verbal Comfortable juggling multiple platforms (email, CRM, phones, etc.) High attention to detail and accuracy Strong organizational skills and a team-first mindset Experience in consumer products, hospitality, wellness, or healthcare is a plus Compensation $70,000-$75,000 base salary Full benefits package

Ready to help us transform healthcare? Bring your true colors to blue. Vice President, Total Rewards, HRIS and HR Operations This position is eligible for our FLEX persona. For more information on our personas, visit our How We Work page. The Vice President of Total Rewards and HR Information Systems and Operations is a strategic and hands-on leader responsible for the design, implementation, and administration of the company's comprehensive total rewards and HR operations strategies. This executive role is crucial in attracting, retaining, and motivating top talent by ensuring our compensation, benefits, and HR systems are competitive, compliant, and aligned with our business objectives. The ideal candidate will be a data-driven leader with a proven track record of building scalable systems, driving operational excellence, and using total rewards to foster a culture of high performance. Key Responsibilities Strategic Leadership: * Partner with the Chief People Officer (CPO) and executive leadership to develop and execute a forward-looking total rewards strategy that supports the company's mission and growth objectives. * Provide strategic direction and oversight for all compensation, benefits, retirement, health and wellness, and absence management programs. * Provide strategic HR leadership during the evaluation and integration of external partnerships and collaborations aimed at building key organizational capabilities. * Lead and champion change management efforts associated with the evolution of total rewards programs and HR systems to ensure successful adoption and a positive employee experience. * Serve as a key advisor and provide primary support to the Human Resources and Compensation Committees of the Board of Directors, preparing and presenting materials on executive compensation, total rewards strategies, and other relevant governance topics. * Lead the HR Operations and HRIS functions to ensure efficient and effective delivery of HR services, leveraging technology and automation to enhance the employee experience. * Provide strategic HR leadership during the evaluation and integration of external partnerships and collaborations aimed at building key organizational capabilities. Compensation: * Own and evolve the company's total reward philosophy, including job architecture, salary structures, and incentive programs. * Lead the annual compensation planning process, including salary adjustments, bonus payouts, and long-term incentive awards. * Conduct market analysis and benchmarking to ensure compensation programs are competitive and equitable. * Champion the company's commitment to pay equity and transparency, ensuring clear, open, and consistent communication with candidates and associates in alignment with the Total Rewards Philosophy. * Ensure compliance with all federal, state, and local regulations related to compensation. Benefits & Wellness: * Oversee the design, administration, and communication of all health and welfare plans, retirement programs, and wellness initiatives. * Champion a holistic approach to employee well-being, including physical, mental, and financial health. * Manage relationships internally with sales and finance and externally with vendors, to ensure high-quality service and cost-effective solutions. * Ensure compliance with all relevant regulations, including ERISA, ACA, COBRA, and HIPAA. HR Operations, Information Systems (HRIS): * Lead the HRIS function, setting the strategy for HR technology and ensuring the optimal use, integration, and enhancement of our HRIS platform (Workday) and other HR systems. * Drive a roadmap of continuous improvement and innovation in all HR systems and processes to enhance scalability, efficiency, and data accuracy. * Ensure the seamless execution of all HR operational processes, from onboarding to offboarding. Qualifications * Education: A bachelor's degree in human resources, Business Administration, Finance, or related experience is required. A master's degree (MBA or MS in HR) is preferred. * Experience: A minimum of 10-15 years of progressive experience in Total Rewards and HR Operations, with at least 5-7 years in a senior leadership role. Experience in the health insurance or healthcare industry is strongly preferred. * Certifications: Professional certifications such as Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), or SHRM-SCP are highly desirable. Skills & Competencies * Strategic Vision: Ability to think strategically and develop a long-term vision for total rewards and HR operations that aligns with the company's goals. * Leadership: Proven ability to lead, mentor, and develop a high-performing team across multiple functions. * Change Management: Demonstrated expertise in leading organizations through significant changes to systems, processes, or compensation and benefits philosophies. * Analytical Skills: Strong analytical and problem-solving skills, with the ability to translate data into actionable insights. * Partnership Integration: Experience in leading HR due diligence and integration processes for strategic partnerships and collaborations, ensuring seamless cultural and operational alignment. * Communication: Excellent communication and presentation skills, with the ability to influence stakeholders at all levels, including the Board of Directors. Demonstrated ability to communicate complex topics in a simple and transparent manner across the organization. * Financial Acumen: A strong understanding of the financial implications of compensation and benefits programs. * Regulatory Knowledge: Deep knowledge of all relevant laws and regulations governing compensation and benefits programs. #LI-Hybrid Minimum Education Requirements: High school degree or equivalent required unless otherwise noted above Location Boston Time Type Full time Salary Range: $316,080.00 - $386,320.00 The job posting range is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee's pay position within the salary range will be based on several factors including, but limited to, relevant education, qualifications, certifications, experience, skills, performance, shift, travel requirements, sales or revenue-based metrics, and business or organizational needs and affordability. This job is also eligible for variable pay. We offer comprehensive package of benefits including paid time off, medical/dental/vision insurance, 401(k), and a suite of well-being benefits to eligible employees. Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company's sole discretion, consistent with the law. WHY Blue Cross Blue Shield of MA? We understand that the confidence gap and imposter syndrome can prevent amazing candidates coming our way, so please don't hesitate to apply. We'd love to hear from you. You might be just what we need for this role or possibly another one at Blue Cross Blue Shield of MA. The more voices we have represented and amplified in our business, the more we will all thrive, contribute, and be brilliant. We encourage you to bring us your true colors, , your perspectives, and your experiences. It's in our differences that we will remain relentless in our pursuit to transform healthcare for ALL. As an employer, we are committed to investing in your development and providing the necessary resources to enable your success. Learn how we are dedicated to creating an inclusive and rewarding workplace that promotes excellence and provides opportunities for employees to forge their unique career path by visiting our Company Culture page. If this sounds like something you'd like to be a part of, we'd love to hear from you. You can also join our Talent Community to stay "in the know" on all things Blue. At Blue Cross Blue Shield of Massachusetts, we believe in wellness and that work/life balance is a key part of associate wellbeing. For more information on how we work and support that work/life balance visit our "How We Work" Page.

At DraftKings, AI is becoming an integral part of both our present and future, powering how work gets done today, guiding smarter decisions, and sparking bold ideas. It's transforming how we enhance customer experiences, streamline operations, and unlock new possibilities. Our teams are energized by innovation and readily embrace emerging technology. We're not waiting for the future to arrive. We're shaping it, one bold step at a time. To those who see AI as a driver of progress, come build the future together. The Crown Is Yours We're searching for a Director, HR Business Partnerships to deliver world-class global People, Culture, and Talent strategies, partnering closely with our Chief Customer Officer. In this role, you will partner with senior leaders to shape and execute organizational and talent strategies, guide transformation, and influence outcomes. What You'll Do as a Director, HR Business Partnerships * Partner with senior leaders to shape and execute organizational and talent strategies, offering proactive thought leadership and scalable People solutions that improve leadership effectiveness and organizational health. * Serve as a credible advisor to executives, providing coaching, insight, and guidance to improve leadership effectiveness and organizational health. * Look beyond your immediate business alignment to identify cross-functional patterns, opportunities, and risks, influencing leaders toward enterprise-level solutions. * Provide thought leadership across strategic HR domains, including talent management, organizational design, change management, workforce planning, and compensation. * Use data strategically to diagnose trends, build persuasive business cases, and influence leadership decisions regarding talent strategy and organizational priorities. * Lead complex change initiatives, developing frameworks and communication strategies that enable adoption and drive results. * Continuously innovate and support the broader People Team in scaling tools, processes, and programs to create repeatable, efficient, and high-quality People experiences across the business. * Contribute to building HRBP capability across the team and mentor indirect and direct team members in developing strategic competencies. What You'll Bring * Deep understanding of business strategy, financial drivers, and workforce dynamics; able to translate these into aligned People strategies. * Ability to zoom out to see organizational systems and make recommendations based on both qualitative and quantitative insights. * Demonstrated ability to interpret data, identify trends, and translate insights into compelling business cases and strategic recommendations. * Exceptional verbal and written communication skills, with strength in strategic storytelling that distills complex insights into clear recommendations. * Proven experience leading complex, cross-functional initiatives requiring facilitation, alignment building, and long-term strategy execution. * Strong resilience and ability to remain composed and solution-oriented under pressure. * Collaborative, transparent leadership style; able to influence without authority and build strong partnerships across the People Team and business. * Ability to travel occasionally to partner with team members, leaders, and teams globally. Join Our Team We're a publicly traded (NASDAQ: DKNG) technology company headquartered in Boston. As a regulated gaming company, you may be required to obtain a gaming license issued by the appropriate state agency as a condition of employment. Don't worry, we'll guide you through the process if this is relevant to your role. The US base salary range for this full-time position is 176,400.00 USD - 220,500.00 USD, plus bonus, equity, and benefits as applicable. Our ranges are determined by role, level, and location. The compensation information displayed on each job posting reflects the range for new hire pay rates for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific pay range and how that was determined during the hiring process. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

SNON/Director Director of Human Resources : The Director of Human Resources provides leadership to central office administrators, building principals, and district faculty/staff regarding the day-to-day and long range management and oversight of human resources staff, leads human resource initiatives for the executive team, and provides assistance to district personnel concerning all human resources related issues. The Human Resources Director implements policies and directives of the Fall River Public Schools, MA DESE, and USDOE. Under the supervision of the Superintendent, the Director of Human Resources initiates and implements policies and procedures promoting the success of all students, supports accountability in district schools, ensures fiscally responsible practices, provides leadership in the development and implementation of human resources information technology initiatives, collects district-wide data, fosters continuous improvements in administrative computing systems, and initiates progressive technology-based administrative and business practices. The Director provides leadership to the system in the following areas: benefits administration, performance evaluations, licensure issues, labor relations, negotiations and staff disciplinary concerns. The Director of Human Resources also evaluates and supervises all human resources staff and plans and implements district job training opportunities and professional development to assure a high degree of educational excellence within the Fall River Public Schools. REQUIRED QUALIFICATIONS Master's Degree in business, education or public administration or a related area Appropriate Massachusetts educator licensure: Superintendent/Assistant Superintendent or Supervisor Director A minimum of five or more years of executive managerial experience directing and managing human resource services within a school district Excellent communication skills including public speaking and writing skills and demonstrated ability to structure large amounts of information in a written document that is clear and easy to understand Must have the ability to analyze situations accurately and adopt an effective course of actions. Must be able to interpret, apply, and explain rules, regulations, policies, and procedures. Organizational development, strategic planning, staff development and performance management skills at the executive level required Knowledge about school law, school collective bargaining, the development of educational job descriptions, the use of administrator and teacher performance assessments, and the development of school personnel policy is required PREFERRED QUALIFICATIONS Must be a motivated, self-starter who can work independently and without extensive supervision In-depth knowledge as to how schools run and the role of the building principal is essential Must have a high degree of passion for technology and the ability to identify technology that will make the Human Resources office more efficient for department staff and the employees we serve. Experience with social media is essential Ability to master technologies and software including the financial and accounting software Demonstrated commitment to social justice, cultural proficiency, and community engagement. Ability to speak a second language preferred, preferably Portuguese or Spanish PERFORMANCE RESPONSIBILITIES Provide executive leadership in the development of personnel policies and procedures in all phases of human resource management including recruitment, screening, and selection for all positions in Fall River Public Schools so that the recruitment plan results in a pool of highly qualified candidates to be considered when vacancies open Provide executive leadership in the contract negotiation and monitoring of all collective bargaining agreements negotiated by the School Committee as well as all those who have individual employment agreements Provide executive leadership in creating and maintaining district-wide structures to support the development and retention of staff Develop, revise and update evaluation instruments for all school personnel including all district administrative level positions, support staff, and all other service and support departments Work with the Superintendent to achieve School Committee goals, attend all School Committee meetings and executive session meetings, if deemed necessary Work closely with legal counsel to interpret all applicable state and federal laws regarding employment regulations as they pertain to all of our collective bargaining agreements Serve on the Superintendents executive team and work with senior staff to lead district wide improvement in order to meet established goals Consult and advise administrators of a wide variety of sensitive human resources issues (e.g. discipline, hiring, return to work, leaves of absence, etc.) to minimize risk to the district, assist in effective decision-making, and to ensure compliance with all relevant policies, procedures, and regulations Investigate employee relations issues/grievances for the purpose of reaching resolution conducive to a healthy work environment Responsible for managing all employee related processes (e.g. job posting, hiring, certification, employee transfers, unemployment claims, workers' compensation claims, etc.) Coordinate bargained grievance procedures and act as an advisor to all parties during the various levels of the process Monitor professional certifications and coordinate the processing of state credentials for professional employees Responsible for ensuring compliance with federal and state mandates and regulations relating to HR practices and procedures (e.g., FMLA, FLSA, etc.) Under the direction of the Superintendent, chair and/or serve on administrative search committees Work with the FREA President, and all other bargaining units, regarding school climate and culture to improve teacher retention Provide executive leadership in coordination and supervision of the entire performance evaluation process for all personnel in the district Direct the hiring of staff, district-wide. Oversee personnel requests and job postings, screening and interviewing processes, reference checks, criminal background checks, job offers based on established pay schedules, initial communication regarding employee orientation, and denial of employment Facilitate and maintain employee access to an Employee Assistance Program Train and advise administrators in labor and employment matters including employee performance evaluations, growth plans, remediation plans, and dismissal; employee discipline and documentation; in compliance with school committee policy, federal and state laws, and contractual agreements Conduct and/or direct personnel investigations, recommend disciplinary action as needed and administer grievance procedures Administer grievance procedures for all employee groups. Assist district legal counsel in matters dealing with complaints filed with compliance agencies Oversee the district's mentoring and induction program for all personnel Perform other related duties as assigned by the Superintendent The Superintendent of Schools reserves the right to waive a position qualification or determine that there is an acceptable alternative to that qualification. If the Superintendent intends to waive a qualification, such intent will be shared with the Fall River School Committee. Reports To: Superintendent of Schools Terms of Employment: Twelve month work year with five weeks' vacation per year Supervises: Human Resources Staff Salary Range: $108,000 - $140,000 Closing Date for Applications: Until filled The Fall River Public School District is an equal opportunity employer. We consider applicants for all positions without regard to race, color, religion, national origin, pregnancy, gender identity, sexual orientation, marital/civil union status, ancestry, place of birth, age, citizenship status, veteran status or active military status, mental illness, political affiliation, genetic information or disability. All candidates are encouraged to apply.

With headquarters in Mansfield, MA, the Milton's Distributing family of companies (Milton's Distributing, Gordon Logistics, and Hope Beverage, LLC) is a fast growing, multi-state, multi-entity distribution and third-party logistics organization. As Director of Human Resources, you will be a direct report to the CEO, a key member of the Senior Leadership Team, and provide overall strategic direction to and leadership of our most important asset: our employees. This position is accountable for developing, implementing, and leading human capital programs including, but not limited to, the following: organizational alignment and change management initiatives; employee relations; employee communications; talent acquisition and onboarding; performance management; learning and development; compensation and benefits selection and administration; and, compliance and reporting. Key Responsibilities: Plan, implement, and direct the company's human resources' functions. Play an active role in the development of the company's objectives and plans as a strategic partner to the business -with particular emphasis on the impact of people on the company's culture and growth. Translates strategic and tactical business plans into HR strategic priorities and people- related initiatives. Designs, executes, and iterates on organization's structure to facilitate seamless scaling of the business. Develop and actively manage the annual HR budget. Lead employee benefits review processes: work with benefits broker, providers and leadership team to establish best fits for employee coverage and Company's budget Design and implement an effective employee communications strategy that contributes to an overall positive employment brand, aligns with company values, allows for open flow of communications, and creates operational efficiencies. Assess operational and transactional HR policies and processes, recommend and implement improvements. Ensures Company's Human Resources policies are in compliance with all Federal, State, Local, and Industry laws and regulations, and are appropriately communicated to staff. Build lasting relationships and develop rapport with employees at all levels. Talent Acquisition Attract top talent to the company as the employer of choice. Create and implement the organization's recruitment process including developing robust candidate pipelines, following consistent and targeted assessment practices during interviews and stewarding candidates through a positive candidate process. Maintain understanding of current best practices in recruiting, labor trends (e.g,. remote vs. in office, gig vs. full-time), and competitive compensation and benefit packages. Creates job descriptions, classifies exemption status of new positions, and conducts benchmarking to ensure salaries, work preferences, and incentive compensation programs are competitive with market. Develop and implement a best-in-class onboarding and orientation process for employees at all levels. Performance Management and Career Development Assess, develop and lead the on-going administration and improvement of the organization-wide performance appraisal process. Design and deploy strategies to improve employee retention. Foster growth in our existing team members so they advance within the organization. Develop/select, implement, and monitor employee training programs to increase individual and organizational effectiveness. This includes designing training and methods for obtaining feedback. Provide coaching to managers and staff on employee-relations issues and ensure that fair corrective processes are in place. Provide general employee relations support and services as needed, including addressing personnel issues and responding to inquiries regarding policies. Provide real-time advice to managers regarding performance issues and development of skills. Compensation and Benefits Establish systems to accurately measure, compensate, and incentivize the right competencies and behaviors for all positions. Develop a comprehensive recognition program (e.g.. awards, events) that promotes positive organizational outcomes and rewards individual and team accomplishments. Ensure group medical and health and welfare benefits are competitive, meet the needs/values of the company and the employee population, and are compliant with applicable federal, state, local and HIPAA legislation (e.g., health and welfare, wellness, employee assistance programs, 401K Employee Assistance Planning, paid time off, etc.). Educate employees on company compensation and benefits programs and policies. Employee Relations Ensure that employee relations activities are compliant with applicable federal, state, and local laws and regulations. Create systems that provide and monitor meaningful metrics to track the effectiveness of employee relations interventions on turnover, retention, supervisory feedback scores and employee engagement surveys. Review and establish workplace policies and procedures (e.g., dress code, attendance, computer use) and monitor their application and enforcement to ensure consistency. Develop, administer, and evaluate performance improvement policies and procedures. Work with inside and outside counsel (as appropriate) to resolve employee complaints filed with federal, state, and local agencies involving employment practices, utilizing professional resources as necessary. Act as executive sponsor and administrator for all compliance driven programs (i.e. Privacy Officer, Equal Employment Opportunity). Oversee Diversity, Equity, and Inclusion programs. Act as official spokesperson for articulation of company purpose and values. Human Resource Information Systems (HRIS) Evaluate and ensure current HRIS system (ADP) meets the needs of the company with respect to compliance reporting, management reports, interfaces with third parties and supporting processes are efficient and cost effective. Leverage relationships with benefits brokers, payroll, and third-party vendors to ensure system utilization and ROI is maximized for the company. Lead and/or participate in the negotiation of agreements with vendors to ensure continuity of service and competitive rates are achieved. Risk Management Ensure that the company's workplace health, safety, security, and privacy guidelines and protocols are compliant with applicable federal, state, and local regulations. Develop/select, implement, and evaluate plans and policies to protect employees and others on premise, and to minimize the organization's loss and liability (e.g., crisis/emergency response, evacuation, workplace violence, substance abuse, return-to-work policies). Communicate and train the workforce on the plans and policies to protect employees and other individuals, and to minimize the organization's loss and liability. Monitor workers' compensation claims and coordinate work between employee and insurance carriers. If appropriate, develop systems that will reduce overall level of risk and maintain compliance. Develop and administer internal and external privacy policies (i.e. identity theft, data protection, HIPAA compliance, workplace monitoring). Qualifications/Experience BA/BS degree in Human Resources, Organizational Behavior or other related discipline is required. A Master's degree in Human Resource Management or Organizational Development is strongly preferred. PHR/SPHR certification is highly desirable. 7 - 10+ years of progressive leadership experience in the Human Resources field required; Minimum of 2 years of experience as the senior HR leader within the organization preferred. Demonstrated experience of successfully implementing HR programs and initiatives required. At least 5 years of direct experience in the development and implementation of HR programs including organizational development, compensation and benefits systems, performance management, succession planning, employee relations, talent acquisition, employee engagement, and HRIS reporting. Proven leadership ability to influence, develop, and empower employees to achieve objectives within a teamwork approach. Excellent written and verbal communication skills are required. Ability to present to all levels of senior management and boards, as well as with key business and community partners. Experience leveraging Predictive Index (PI) talent optimization platform a plus. Bilingual in English and Spanish a plus.

Joining the Benchmark Senior Living team means putting your passion to work. Our associates feel a sense of belonging with the care that they provide, empowered by the open and reliable team that surrounds them. Our diverse and skilled workforce takes immense pride in a shared commitment: a devotion to providing caring and dedicated service. In our supportive environment, associates can learn and grow. With professional and personal training programs, as well as education for career advancement, we empower associates to explore their interests, feed their passion, and pursue growth opportunities. We invite you to connect with your calling, find purpose in your career, and gain lifelong relationships through the power of human connection by transforming the lives of seniors! As the Director of Business Administration, you will report to the Executive Director and maintain a close relationship with corporate accounting and Human Resources and the Organizational Development teams. Salary $75k Responsibilities Acting as the initial point-of-contact for all HR (Human Resources) and accounting related matters Managing the recruitment process in your community, including updates in the ATS, outreach to and screening of candidates, and managing the offer and onboarding process Interpreting policies and procedures and communicating them to all employees both proactively and in response to questions Processing A/R and A/P timely Processing monthly billing statements, answering related question from residents and families in a timely manner Processing employee payroll and archiving and discarding payrolls at the end of each cycle Analyzing variances in departmental payroll vs. budget Gathering monthly accruals from department heads Producing proposals and presentation packets Requirements 2-year degree in a Business-related field; 4-year degree from an accredited university in a Business-related field preferred Must have excellent organizational skills as well as effective written and verbal communication skills Be knowledgeable regarding ADP payroll systems and basic GL and Accounts Payable systems 3 years of business office experience with HR and accounting Prior Human Resources experience and/or education preferred Proficiency in Microsoft Office Suite applications such as Word, Excel, and Outlook Knowledge of HRIS system a plus As a community leader at Benchmark, you will have access to a variety of benefits including, but not limited to, the following: 8 holidays & 3 floating holidays Vacation and Health & Wellness Paid Time Off Discounted Meal Program Associate Referral Bonus Program, up to $1,500 Physical & Mental Health Wellness Programs Medical, Vision & Dental Benefits; no enrollment waiting period 401k Retirement Plan with Company Match Company-provided Life Insurance & Long-Term Disability

**Country:** United States of America ** Remote **U.S. Citizen, U.S. Person, or Immigration Status Requirements:** U.S. citizenship is required, as only U.S. citizens are authorized to access information under this program/contract. **Security Clearance:** None/Not Required RTX Corporation is an Aerospace and Defense company that provides advanced systems and services for commercial, military and government customers worldwide. It comprises three industry-leading businesses - Collins Aerospace Systems, Pratt & Whitney, and Raytheon. Its 185,000 employees enable the company to operate at the edge of known science as they imagine and deliver solutions that push the boundaries in quantum physics, electric propulsion, directed energy, hypersonics, avionics and cybersecurity. The company, formed in 2020 through the combination of Raytheon Company and the United Technologies Corporation aerospace businesses, is headquartered in Arlington, VA. **The following position is to join our RTX Enterprise Services team:** Are you looking for a role that makes an impact across the entire company? Are you excited about driving transformation with our HR functional partners? Then this is the job for you! RTX Enterprise Services (ES) is looking for a highly motivated, business-focused Digital Technologies (DT) HR and Payroll Portfolio Manager to join our Enterprise Services - Applications (ES-Apps) Value Management Office (VMO). The role of the portfolio manager is to ensure successful planning and execution of projects that deliver value to our customers. These projects span the RTX businesses, Corporate Functions, and Enterprise Services, supporting both Enterprise as well as business-specific solutions. This position will be responsible for our portfolio of projects in the Human Resource and Payroll areas. They will have project managers reporting directly to them and make resource assignments to satisfy demand. The Portfolio Manager will work in partnership with our Service Lines to manage initiatives through the project lifecycle. Responsibilities include reporting on health of the portfolio, managing escalated risks and issues, ensuring proper phase-gate rigor, and holding portfolio reviews with various stakeholders. The portfolio manager demonstrates ownership of the portfolio and its ultimate success! **What You Will Do:** + Utilize and improve portfolio management processes, tools, and RTX governance framework. + Align the project portfolio with RTX's strategic objectives. + Track the performance of all projects in the portfolio, ensuring timelines, budgets, and quality standards are met. + Generate and deliver portfolio reporting and status updates to senior leadership. + Identify trends, risks, and opportunities across the portfolio and make recommendations for improvement. + Manage the allocation of project management resources across projects to optimize capacity and reduce conflicts. + Facilitate regular portfolio review meetings with key stakeholders. + Drive process improvements across the project management lifecycle. + Mentor and support project managers in following best practices and standardized methodologies. **Qualifications You Must Have:** + Bachelor's degree in Business Administration, Information Technology, Engineering, or related field (Master's degree preferred) with 12+ years of experience in project management, with at least 2 years in a portfolio or program management role. + Experience with the HR and Payroll functions with proven ability to manage multiple complex projects and portfolios. + Proficiency with PPM tools such as Microsoft Project, Planview, or similar platforms. + Strong understanding of project management methodologies (Agile, Waterfall, Hybrid) and excellent organizational, analytical, and problem-solving skills. + Demonstrated leadership, communication, and stakeholder management abilities. **Qualifications We Prefer:** + Experience in a PMO or strategic planning role is highly desirable + PMP, PgMP, or PfMP certification is a plus. **What We Offer:** Whether you're just starting out on your career journey or are an experienced professional, we offer a robust total rewards package with compensation; healthcare, wellness, retirement and work/life benefits; career development and recognition programs. Some of the benefits we offer include parental (including paternal) leave, flexible work schedules, achievement awards, educational assistance and child/adult backup care. **Work Location:** Remote **_As part of our commitment to maintaining a secure hiring process, candidates may be asked to attend select steps of the interview process in-person at one of our office locations, regardless of whether the role is designated as on-site, hybrid or remote._** The salary range for this role is 147,000 USD - 295,000 USD. The salary range provided is a good faith estimate representative of all experience levels. RTX considers several factors when extending an offer, including but not limited to, the role, function and associated responsibilities, a candidate's work experience, location, education/training, and key skills. Hired applicants may be eligible for benefits, including but not limited to, medical, dental, vision, life insurance, short-term disability, long-term disability, 401(k) match, flexible spending accounts, flexible work schedules, employee assistance program, Employee Scholar Program, parental leave, paid time off, and holidays. Specific benefits are dependent upon the specific business unit as well as whether or not the position is covered by a collective-bargaining agreement. Hired applicants may be eligible for annual short-term and/or long-term incentive compensation programs depending on the level of the position and whether or not it is covered by a collective-bargaining agreement. Payments under these annual programs are not guaranteed and are dependent upon a variety of factors including, but not limited to, individual performance, business unit performance, and/or the company's performance. This role is a U.S.-based role. If the successful candidate resides in a U.S. territory, the appropriate pay structure and benefits will apply. RTX anticipates the application window closing approximately 40 days from the date the notice was posted. However, factors such as candidate flow and business necessity may require RTX to shorten or extend the application window. _RTX is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or veteran status, or any other applicable state or federal protected class. RTX provides affirmative action in employment for qualified Individuals with a Disability and Protected Veterans in compliance with Section 503 of the Rehabilitation Act and the Vietnam Era Veterans' Readjustment Assistance Act._ **Privacy Policy and Terms:** Click on this link (******************************************************** to read the Policy and Terms Raytheon Technologies is An Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, age or any other federally protected class.

About the Role: The Human Resources Director at Canopy by Hilton Boston will lead and oversee all HR functions to support the accommodation and food services operations effectively. This role is pivotal in developing and implementing strategic HR initiatives that align with the company's goals, fostering a positive and productive workplace culture. The director will ensure compliance with employment laws and affirmative action policies while managing benefits administration and total rewards programs to attract and retain top talent. They will also drive employee engagement and performance appraisal processes, ensuring continuous development and succession planning within the organization. Ultimately, this position is responsible for creating an inclusive, motivated, and high-performing workforce that contributes to the overall success of the hotel and its guests' experience. Minimum Qualifications: Graduation from high school or equivalent. Additional training or experience to meet the required job knowledge, skills, and abilities. College degree in Personnel Management preferred. Minimum of 7 years of progressive HR experience, including leadership roles within the accommodation and food services industry or a similar sector. Strong knowledge of employment law, benefits administration, and affirmative action compliance. Proven experience managing employee relations and performance appraisal systems. Demonstrated ability to develop and implement HR strategies that support business objectives. Preferred Qualifications: Experience working in a hospitality environment, particularly within hotel operations. Familiarity with total rewards program design and succession planning in a multi-site organization. Proven track record of leading employee engagement initiatives that resulted in measurable improvements. Responsibilities: Develop and implement HR strategies and initiatives aligned with the overall business strategy of Canopy by Hilton Boston. Manage the full spectrum of benefits administration, ensuring competitive and compliant employee benefits packages. Oversee employee relations to maintain a positive work environment and resolve workplace conflicts effectively. Ensure compliance with employment laws and affirmative action requirements, maintaining up-to-date policies and procedures. Lead performance appraisal processes and succession planning to support employee growth and organizational continuity. Drive employee engagement initiatives to enhance job satisfaction and retention. Collaborate with management to identify staffing needs and support recruitment efforts. Provide guidance and support to HR generalists and other team members to ensure consistent HR service delivery. Inspire your team to embrace and live Canopy by Hilton Boston Downtown DNA that we are all EPIC: Enthusiastic Positive Intuitive Caring . Skills: The Human Resources Director will utilize their expertise in benefits administration to design and manage competitive compensation and benefits packages that meet employee needs and regulatory requirements. Their deep understanding of employment law and affirmative action ensures that all HR practices comply with legal standards, minimizing risk for the organization. Employee relations skills are critical for resolving conflicts and fostering a collaborative workplace culture, while performance appraisal and succession planning skills help identify and develop future leaders. The ability to engage employees through targeted initiatives supports retention and productivity, directly impacting the hotel's service quality. Additionally, HR generalist skills enable the director to oversee a broad range of HR functions, ensuring seamless daily operations and strategic alignment. Our DNA is EPIC Enthusiastic Positive Intuitive Caring Olshan Properties is proud to provide equal opportunity to all employees and applicants for employment without regard to age, race, religion, sex, sexual preference, national origin, disability, veteran status, or genetics. We maintain a drug-free workplace.

The Company: Our Client , WeCare 365 Adult Foster and Family Care, is dedicated to assisting individuals with disabilities and elders to live with dignity and independence in their community. WeCare 365 is a community-based, person-centered long-term support service. The Role: The Human Resources Director is a key member of the leadership team at WeCare 365 AFC, responsible for providing vision, direction, and execution of all human resources strategies. This role is instrumental in shaping an engaged, high-performing workforce by leading initiatives in talent acquisition, employee relations, compliance, culture, and organizational development. The HR Director will serve as a strategic advisor to the Executive Director and leadership team, ensuring HR programs are aligned with organizational goals while fostering a workplace culture rooted in respect, inclusivity, and excellence. This position balances long-term strategic planning with hands-on management of HR functions to ensure both compliance and employee satisfaction across the organization. This role has the ability to be primarily remote with the ability to be onsite in the Brockton location as needed for any HR-related meetings and/or company-related meetings. Key Responsibilities: Strategic Leadership Partner with the Executive Director and leadership team to develop and implement HR strategies that support organizational growth, operational efficiency, and mission alignment Act as a trusted advisor on organizational design, workforce planning, and succession planning Implementation of strategies to cultivate a more inclusive and diverse workforce and foster innovation through varied perspectives Serve as a change management leader, helping guide the organization through transitions with clear communication and employee support Talent Acquisition & Development Oversee recruitment strategies to attract top talent and build a qualified workforce in alignment with organizational needs Lead onboarding programs that create a positive first impression and set employees up for success Develop and implement professional development, training, and leadership programs to support employee growth and career progression Partner with supervisors and managers to identify skill gaps and build development plans Employee Relations & Engagement Foster a culture of open communication, collaboration, and accountability Provide guidance to managers and employees on performance management, conflict resolution, and workplace concerns Lead employee engagement initiatives to improve satisfaction, reduce turnover, and strengthen organizational culture Conduct investigations into employee relations matters with fairness, discretion, and compliance Compensation, Benefits & Compliance Oversee compensation strategy to ensure competitive and equitable pay practices Manage benefits administration, including health, retirement, wellness, and leave programs Ensure compliance with federal, state, and local employment laws, including FMLA, ADA, FLSA, and OSHA requirements Partner with finance to manage HR budgets, benefits costs, and payroll compliance Maintain and regularly update HR policies, procedures, and employee handbooks to reflect best practices and regulatory requirements HR Operations & Metrics Oversee the HRIS system (ADP or equivalent) to maintain accurate employee records and improve HR workflows Establish HR metrics and provide regular reporting to leadership on turnover, retention, recruitment, and engagement trends Drive continuous improvement by analyzing data, identifying patterns, and implementing evidence-based HR practices Supervise, mentor, and develop HR team members, ensuring efficiency and alignment with HR goals Qualifications: Education & Certifications Bachelor's degree in human resources, Business Administration, or a related field required Master's degree preferred HR professional certification (SHRM-CP/SCP, PHR/SPHR, or equivalent) strongly preferred Experience Minimum of 7-10 years of progressive HR experience, with at least 3 years of director level experience Proven success in leading HR functions within healthcare, human services, or a related industry strongly preferred Demonstrated experience in employee relations, compliance, organizational development, and change management Knowledge, Skills & Abilities In-depth knowledge of HR laws, regulations, and best practices Strong leadership and people management skills with a proven ability to motivate, coach, and develop staff Excellent communication, negotiation, and interpersonal skills with the ability to build strong relationships at all levels of the organization High degree of integrity and discretion in handling sensitive and confidential information Strong analytical and problem-solving skills, with the ability to use data to drive decisions Proficiency in HRIS systems (ADP preferred) and Microsoft Office Suite Core Competencies Strategic Vision - Ability to align HR practices with long-term organizational goals Leadership & Influence - Inspires trust, earns respect, and leads by example Employee Advocacy - Champions employee well-being, engagement, and development Collaboration & Teamwork - Works across departments to achieve common goals Adaptability & Resilience - Thrives in dynamic environments with evolving priorities Cultural Competence - Promotes diversity, equity, and inclusion across the organization Benefits/Perks: Medical, vision and dental insurance 401(k) Employee Assistance Program (EAP) Generous PTO package 13 Company Holidays Compensation: The anticipated salary range for this position is between $100,000 and $130,000. Salary will be determined based on experience, education, and other factors. Our Client , WeCare 365 AFC, is an equal opportunity employer, and they value diversity at our company. They do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status, disability status, or any other protected characteristic or status. Disabled applicants may request any reasonable accommodation needed to enable them to complete the application process.

Under the direction of the Human Resources Director or designee, the Director of Equal Employment Opportunity ( EEO ) and Human Resources Information Systems ( HRIS ) is responsible for supporting the operations and administrative functions of the Human Resources Department. This includes assisting with recruitment, onboarding, employee relations, benefits administration, payroll coordination, and compliance with employment laws. Overseeing the District's equal employment opportunity ( EEO ) plan and efforts. The position provides technical and professional support for all human resources functions and assists with the responsibilities of the Human Resources Director as needed. This role ensures that personnel policies, procedures, and best practices align with the District's mission, values, and commitment to diversity, equity, and inclusion. Desirable Qualifications Four years of responsible general clerical experience, supplemented by college level coursework in human resources Previous experience in human resources is preferred Community college experience is preferred Required Qualifications Associate's degree in human resources, public administration, general business, business management, personnel management, industrial relations, or a related field from an accredited college or university; AND Two years of experience working in an office setting, including at least one year in a lead or management role. OR Six years of responsible general clerical experience, including at least one year in a lead or management role Demonstrated sensitivity to and understanding of the diverse academic, socio-economic, cultural, disability, and ethnic backgrounds of community college students and staff

Under the direction of the Vice President of Human Resources, the Assistant Director of Human Resources plays a critical role in promoting a safe, respectful, and inclusive environment at Quincy College by investigating complaints of sex-based discrimination, harassment, and retaliation under Title IX of the Education Amendments of 1972 as well as general employee complaints. The Assistant Director of Human Resources will also provide support in the areas of talent acquisition leave administration, labor relations, and employee relations. The role supports the Vice President of Human Resources in the day to day operations of the HR department. The Assistant Director of Human Resources will work closely with staff, students, faculty, administrators and other stakeholders to facilitate a fair process and ensure that individuals are treated with dignity and respect throughout the investigation and resolution process. This position requires a deep understanding of Title IX regulations, Title VI, employment law, investigative procedures, and the ability to handle sensitive matters with professionalism and discretion. EDUCATIONAL EXPERIENCE: Bachelor's degree is required; Master's degree is preferred. PHR/SHRM -CP or SPHR/SHRM- SCP preferred. EXPERIENCE REQUIREMENTS: * Minimum of 3-5 years of experience in investigative work, preferably in the context of Human Resources or Title IX, higher education. * Experience in conducting investigations into allegations of sexual harassment, sexual assault, discrimination, or retaliation is highly preferred. * Knowledge of Title IX regulations, related federal and state laws, and the regulatory environment governing sexual harassment and misconduct in higher education. * Experience in conducting Title VI workplace discrimination investigations involving discrimination and harassment complainants regarding protected categories. * Experience conducting workplace investigations involving possible college policy violations. * Ability to work both independently and as a team member. * Ability to manage and prioritize multiple cases simultaneously. * Ability to handle multiple tasks simultaneously * Excellent written and verbal communication skills, with the ability to prepare detailed investigation reports and present findings clearly and concisely. * Ability to conduct thorough and professional investigations in a timely manner. * Attention to detail. * Ability to manage sensitive situations with professionalism, impartiality, and confidentiality. * Excellent interpersonal and communication skills, both verbal and written. * Ability to communicate with tact and diplomacy. * Ability to develop and foster positive working relationships with all levels of employees. * Ability to manage confidential information in a professional manner. * Good time management and organization skills. * Problem analysis and problem resolution skills. * Understanding of Human Resources practices and employment law. * Proficiency with Microsoft Office and other relevant software. * Ability to work flexible hours as needed. * Ability to commit to a full-time on-site work schedule. * Qualified applicants must be able to perform the essential functions of this position with or without reasonable accommodations. Preferred Qualifications: * Experience in higher education or university settings. * Knowledge of restorative justice practices or alternative dispute resolution methods. * Experience working in a union environment and knowledge of progressive discipline, due process, and just cause. * Experience working in the public sector. Requirements: SUPERVISORY RESPONSIBILITIES: None TRAVEL: Occasional and local travel, including travel to Boston, Quincy and Plymouth Campuses as necessary. ESSENTIAL FUNCTIONS: Investigatory Functions * Investigate allegations of misconduct, including harassment, discrimination, retaliation, unethical behavior, and violations of institutional policies or labor laws. This includes complaints from faculty, staff, or students. * Gather and evaluate evidence through interviews with the complainant, respondent, and witnesses, as well as reviewing relevant documents, communications, and other sources of information. * Ensure investigations are completed promptly and efficiently, within the timeframe outlined in the college's policies and procedures. * Prepare detailed, clear, and factual written reports documenting the findings of the investigation, including an analysis of the evidence, the credibility of witnesses, and a determination of whether policies were violated. * Based on the findings, make recommendations for corrective actions, including disciplinary measures, policy changes, training programs, or other appropriate interventions. * Stay up-to-date on federal, state, and local employment laws, including Tilte VI of the Civil Rights Act, the Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), and other labor regulations that impact workplace behavior. * Interpret and apply college-specific policies and procedures, including employee conduct and anti-discrimination policies to ensure compliance during investigations. * Work closely with the college's HR team, legal counsel, Title IX Coordinators, and other relevant departments to ensure the investigation is consistent with institutional policies and legal requirements. * Provide clear and timely updates to relevant parties (e.g., Vice President of HR, General Counsel, President,) while maintaining confidentiality and privacy standards. Respond to queries from employees, supervisors, or administrators about the investigation process. * Act as a neutral point of contact for both complainants and respondents, offering guidance on the investigation process, their rights, and available support resources ( * When appropriate and in accordance with Title IX regulations facilitate informal resolution options such as mediation or conflict resolution between parties involved in the dispute, provided all parties are willing. * If applicable, recommend alternative dispute resolution (ADR) methods to resolve conflicts outside of formal disciplinary proceedings. * Assist in the coordination of training programs related to harassment prevention and discrimination awareness, as well as other relevant training topics. * Support efforts to foster a positive work culture by promoting understanding of college policies and reinforcing expectations for professional conduct. * Ensure confidentiality during all stages of the investigation process. Protect sensitive information to prevent unnecessary disclosure and respect privacy laws, including FERPA and state-specific regulations. * Handle all reports of misconduct and investigative details with sensitivity to the privacy of individuals involved, ensuring that information is only shared on a need-to-know basis. * Make recommendations and provide feedback to senior HR leadership regarding gaps or potential improvements in existing policies, procedures, and practices based on investigation outcomes. * Monitor for and address any instances of retaliation against individuals who file complaints or participate in investigations. Ensure that employees are aware of the protections against retaliation. * Track recurring issues or patterns in misconduct (e.g., types of complaints, departments involved) and make recommendations to prevent future incidents and improve workplace culture. * Promote an environment in which employees feel safe to report concerns without fear of retaliation or bias, reinforcing the institution's commitment to fair treatment for all. General Human Resources Functions: * Perform duties as the HR lead assigned to interview teams. * Ensure interview teams are adhering to the College's consistent selection process practices. * Work with hiring managers to create interview questions. * Follow-up with hiring managers regarding the status of the resume review process * Review candidates selected for interviews to ensure a diverse representation of candidate pools. * Represent Human Resources on selection teams to ensure compliance with all federal/state laws and College policies. * Train members of the interview teams regarding applicable federal/state laws and interviewing best practices. * Lead the interview team through the consistent candidate evaluation process. * Facilitate interview team group discussions and make recommendations for second round of interviews when applicable. * Work with hiring manager and interview team on making a recommendation for hire. * Check professional references of candidates. * Provide Vacancy Table status updates weekly on each hiring process. * Collect all documentation from the interview teams including notes and evaluation sheets. * Perform other HR duties to support the department as assigned. * Assist with employee accommodation requests based on disabilities and religious beliefs. * Assist with the coordination of FMLA leave requests. * Assist with labor relations functions such as information requests, adherence to grievance procedures, and collective bargaining. * Work flexible hours as needed for the purpose of serving HR customers and department colleagues. * Participate in mandatory training/coursework; including but not limited to: * Title IX and Sexual Misconduct * Sexual Harassment and Non-Discrimination * Security Policy and Notification of Security Reporting * FERPA * Municipal Ethics Law * Assume other duties as assigned. Additional Information: EEO Statement: Quincy College is an equal opportunity employer committed to providing an environment that is free from discrimination and harassment based on race, age, creed, color, religion, national origin or ancestry, gender, disability, veteran status, genetic information, sexual orientation, gender identity or expression, or pregnancy. Quincy College is committed to achieving a diverse workforce and complies with all Federal and Massachusetts State laws, regulations, and executive orders regarding non-discrimination and affirmative action. Application Instructions: Please submit the following documents online: * Resume * Cover Letter