Human resources manager jobs in Hanover, PA - 176 jobs

The Intermediate HR Project Manager plays a crucial role in planning, executing, and delivering human resources projects that support organizational goals. This position acts as a bridge between HR leadership and project teams, ensuring that projects are completed on time, within scope, and aligned with company policies and values. The Intermediate HR Project Manager works under moderate supervision and is expected to handle multiple projects simultaneously, demonstrating both HR knowledge and project management expertise. ACCOUNTABILITIES Top 5 Core Responsibilities / Outcomes Expected Lead the planning, coordination, and execution of HR projects (e.g., policy rollouts, HRIS implementations, employee engagement initiatives). Develop detailed project plans, set timelines, allocate resources, track progress, and ensure project objectives are met. Collaborate with cross-functional teams, including HR, IT, Finance, and external vendors, to drive project delivery. Identify, assess, and mitigate project risks and issues, escalating as necessary to senior management. Monitor project budgets, track expenditures, and report variances. Prepare and deliver project updates, presentations, and reports to stakeholders. Support change management activities, such as communication planning and training related to HR projects. Ensure all project documentation is complete, accurate, and stored according to company guidelines. Other Applicable Scope Defining Dimensions Collaboration: Work closely with HR, IT, and other departments to understand their needs and requirements. Foster strong relationships with stakeholders to ensure their engagement and support throughout the project lifecycle. Risk Identification: Identify potential risks and issues that could impact project success. Conduct thorough risk assessments and develop mitigation strategies. Standards Compliance: Ensure all project deliverables meet established quality standards and comply with regulatory requirements. Conduct regular quality reviews and audits. QUALIFICATIONS Solid understanding of human resources principles, practices, and compliance requirements. Proven experience in project management methodologies and tools (e.g., Agile, Waterfall, MS Project, or similar). Strong organizational, planning, and time management skills with the ability to prioritize multiple tasks. Excellent communication, facilitation, and interpersonal skills. Analytical and problem-solving abilities with keen attention to detail. Ability to work independently and collaboratively in a team environment. Adaptability and resilience in managing change and ambiguity. Experience & Education Bachelor's degree in Human Resources, Business Administration, Project Management, or related field. 2-5 years of experience in human resources or project management roles, preferably within a corporate environment. Project Management certification (e.g., PMP, CAPM) is a plus. Experience with HR systems and technology is advantageous.

About the Company At ACE, we specialize in complex mechanical construction projects with a focus on water and wastewater treatment facilities throughout the Mid-Atlantic region. For over 21 years, we've been Building to Last-investing in our people, delivering high-quality projects, and building lasting relationships with clients and communities. About the Role The Bilingual HR Coordinator (English/Spanish) is a key member of the HR team responsible for delivering a seamless onboarding experience and communicating our benefits programs. This role leads new hire orientations, coordinates the onboarding process, and supports employees with benefit enrollments, education, and ongoing questions. This role follows an in-office schedule, requiring five days per week in the Marriottsville, MD main office. Responsibilities Assist with the onboarding process for all new hires, ensuring a positive employee experience. Conduct new hire orientations and training in both English and Spanish. Act as the go-to person for all benefits questions, providing clear, accurate, and timely guidance. Support employees with benefits enrollment and ongoing benefits education. Work closely with the HR Generalist to ensure accurate employee records and documentation related to onboarding and benefits. Continuously evaluate and improve onboarding and benefits processes. Qualifications Bilingual in English and Spanish (required). Bachelor's or Associates degree in Human Resources, Business Administration, or related field, or equivalent experience. Strong knowledge of benefit plans (health, dental, vision, retirement). Excellent communication and organizational skills. Detail-oriented with the ability to manage multiple priorities and deadlines. Proficient in HR software (ADP Workforce Now) and Microsoft Office Suite. Required Skills Bilingual in English and Spanish. Strong knowledge of benefit plans. Excellent communication and organizational skills. Detail-oriented. Proficient in HR software and Microsoft Office Suite. Equal Opportunity Statement ACE is proud to be an Equal Opportunity Employer. We do not discriminate on the basis of race, color, sex, gender identity, sexual orientation, religion, national origin, veteran status, or disability. ACE Services is a drug-free workplace.

We are looking for an experienced HR Supervisor, based in York, PA, to help measure and direct the HR processes and procedures while maintaining the role of business partner for the local leadership team on all HR related matters. It's an exciting time to join the DP World team! About the Role How you will contribute * Direct all aspects of recruitment and retention activities and ensure all activities are in compliance with our equal employment policies and practices. * Recommend training and development strategies for broad and individualized needs. * Coach leadership; participate as part of the team to investigate union grievances. * Assist on performance management and participate in counseling and/or termination proceedings. * Assist in developing and implementing ongoing policies, programs, and procedures to foster understanding of and improvement in management, supervisory, and/or employee relations while ensuring HR keeps employees informed of all changes to such policies. Counsel administrators and employees concerning human resources policies and procedures to review and resolves issues. Maintain HRIS systems. * Assist in the solutions and appropriate adjustments to complaints received from management and employees. * Supervise staff directly and plan, assign, review assignments, counsel staff, evaluate job performance, and approve or recommend actions. * Create and maintain general control methods, records, and files as required for effective human resources functions. Assure that company policies and practices comply with the applicable provisions of Federal/State/Provincial labor laws, including the maintenance of necessary flies, etc. * Manage the overall safety program, investigations and processes. * Other duties as assigned Your Key Qualifications * Bachelor's degree in human resources, labor relations, or business or a field related to the position is preferred. * Experience performing professional level human resources duties. * Additional education, training and/or work experience in area of specialization inherent to the position may be required. * Knowledge of principles and procedures used in human resources. * Extensive knowledge of Federal/State/Provincial laws, rules, and/or regulations affecting human resources administration; ability to develop a broad knowledge of those of the company. Compensation DP World offers exciting and challenging roles within a growing international organization. We strive to hire and develop the right people, locally and globally, stimulating personal growth and self-development within an informal atmosphere. We offer a market competitive compensation package. About DP World Trade is the lifeblood of the global economy, creating opportunities and improving the quality of life for people around the world. DP World exists to make the world's trade flow better, changing what's possible for the customers and communities we serve globally. With a dedicated, diverse and professional team of more than 111,000 employees from 159 nationalities, spanning 77 countries on six continents, DP World is pushing trade further and faster towards a seamless supply chain that's fit for the future. We're rapidly transforming and integrating our businesses -- Ports and Terminals, Marine Services, Logistics and Technology - and uniting our global infrastructure with local expertise to create stronger, more efficient end-to-end supply chain solutions that can change the way the world trades. What's more, we're reshaping the future by investing in innovation. From intelligent delivery systems to automated warehouse stacking, we're at the cutting edge of disruptive technology, pushing the sector towards better ways to trade, minimising disruptions from the factory floor to the customer's door. DP World is on a mission to transcend boundaries and bridge the gap between all nations and cultures - not just in what we do but also in how we behave. We are dedicated to creating a culture where everyone feels respected, supported, and empowered to reach their full potential. We believe that embracing inclusion and diversity, drives innovation and growth and helps us connect people, businesses, and societies. Free minds and different perspectives are changing our world, and together we can change what's possible. The DP World family comprises of syncreon, Imperial and P&O. WE MAKE TRADE FLOW TO CHANGE WHAT'S POSSIBLE FOR EVERYONE. Nearest Major Market: York PA Nearest Secondary Market: Lancaster Job Segment: Logistics, Supply Chain, Labor Relations, Employee Relations, HR Manager, Operations, Human Resources

JOB TITLE: Manager, Human Resources REPORTS TO: Director, Human Resources DEPARTMENT: Human Resources The Manager, Human Resources position is responsible for aligning business objectives with employees and management in Product and Technology business unit. This position serves as a consultant to management on human resources-related issues and acts as a change agent. This position maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition, and develop integrated solutions. Success in this role will require influential partnership with middle and senior management within the organization to execute the HR strategies that foster organizational and people effectiveness. The individual in this role must understand business priorities and translate them into an HR agenda that supports the business as it grows. Reports to Director of HR. COMPANY BACKGROUND Prometric (****************** is a trusted test development and delivery provider to more than 300 organizations worldwide. Prometric serves as an industry gatekeeper, ensuring that people legitimately earn the credentials they seek to achieve, and thereby guarantee a fair testing experience for all who come through our doors. RESPONSIBILITIES Conducts weekly meetings with respective business units Consults with line management, providing HR guidance as appropriate Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies and improve employee retention 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 the legal department as needed/required Provides day-to-day performance management guidance to line management (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 business unit restructures, workforce planning and succession planning Identifies training needs for business units and individual management coaching needs Implementing and administering the following human resource functions: employee relations, organizational development, equal opportunity/affirmative action, performance management, some recruitment and employee engagement/retention initiatives Work as a liaison between various 'Centers of Excellence', in areas such as benefits, compensation, organizational development, decision management, etc. Lead and/or support organizational design and change management initiatives to support business strategy Perform other duties as assigned QUALIFICATION REQUIREMENTS EDUCATION Bachelor's Degree required PHR or SHRM-CP certification highly desired EXPERIENCE 7+ years of HR generalist experience with emphasis in employee relations and employment law Demonstrated success in establishing business relationships as an advisor and consultant with strong HR expertise and judgment Demonstrated ability to work with wide range of sensitive and confidential issues Learning and Development Experience preferred, but not required SKILLS Strong PC skills including MS Office and HRIS experience Excellent interpersonal and verbal/written communication skills Ability to handle and manage multiple projects simultaneously Must have a strong customer focus for internal as well as external customers Must be adaptable, a team player and able to achieve results tied to business initiatives Strong project management, organizational, analytical, and conflict resolution skills Proven ability to build relationships with, and influence all levels within an organization Experience in a fast-paced, complex, dynamic business environment PHYSICAL JOB REQUIREMENTS N/A Prometric is an equal opportunity employer: disability/veteran

Who YOU are and what YOU can become: The ST Engineering - Middle River Aerostructure Systems Human Resources Director is a full-time onsite position based at our manufacturing plant in Middle River, MD. This position will work collaboratively with the MRAS President and leadership team to implement business and talent strategy. Primary focus is to plan and direct policies and HR initiatives with support of the Human Resources team. A key expectation for this role is to partner with the ST Engineering North America business units and global HR leaders on all harmonization efforts and people initiatives. Who WE are and where WE are going: At ST Engineering MRAS, our employees have amazing opportunities to work on advanced technologies and systems that support thousands of customers and millions of people worldwide every day. From the first flight across the Pacific Ocean to developing highly complex structures for the most popular aircraft in the world, we have come a long way always with a can-do approach to problem solving while delighting customers with our high say-do ratio. We are looking for people with innovative ideas and the drive to help us grow into the future. A pioneer in the production and assembly of complex aerostructures including aircraft and rocket components, engine nacelle systems, thrust reversers and advanced composite products, we apply the latest digital technologies and automation in composite design and manufacturing that are second to none. At ST Engineering MRAS, we are also rapidly augmenting our maintenance, repair and overhaul (MRO) capabilities leveraging the company's expanded aircraft nacelle portfolio as well as it's materials and processing expertise. What YOU will do: * Collaborate with senior leadership to understand the organization's goals and strategy related to staffing, succession, engagement, and retention. * Plan, lead, develop, and implement policies, processes, training, and surveys to support the organization's human resource compliance and business needs. * Oversee the administration of HR programs including, but not limited to compensation, benefits, total rewards; disciplinary matters, disputes and investigations; performance, learning & development, talent management; engagement, recognition, and morale. * Monitor and ensure the organization's compliance with federal, state, and local employment laws and regulations; partner with the Legal team to maintain compliance. * Research trends, best practices, and new technologies in human resources; applies this knowledge to improve policy, practice, and resources. * Facilitate professional development, training, and certification activities for HR staff. * Lead site-wide HR collaboration projects as necessary (local, North America, Global). * Collaborate with Union staff for development and adherence to contract terms and policy. * Manage with a continuous improvement mindset. * Perform other duties as required. What YOU must bring to Succeed: * Bachelor's degree in Human Resources, Business Administration, or related field is required; Master's degree preferred. * At least seven years of human resources management experience required. * At least five years of supervisory and team leadership experience is required * At least three years of manufacturing experience required. * Experience with collective bargaining agreements/unionized workforce is required. * Ability to work onsite at our Middle River, MD manufacturing facility. * SHRM-CP or SHRM-SCP highly preferred. Desired Characteristics: * Employee advocate who wants to make a positive impact in the organization * Develops strong business partnerships based on trust, creditability and integrity * Ability to apply conflict management techniques * Strong desire for HR innovation and process improvement * Effective written and verbal communication skills * Ability to influence change effectively * Thrives on working in a fast-paced environment * Detail oriented with excellent organizational & documentation skills AT ST Engineering MRAS, we offer great rewards, competitive pay, career advancement and growth opportunities. Estimate salary range for this role: $160,000 to $200,000 per year. ST Engineering considers several factors with extending job offers, including but not limited to candidates' key skills, relevant work experience, education/training/certification, job level, and work location. Base salary is only one component of our competitive Total Rewards package. ST Engineering MRAS - MRAS Benefits: As a full-time employee of ST Engineering- MRAS, you are eligible for our benefits package including: * Medical, Dental, and Vision coverage starting from start date * Health Flexible Spending Accounts * Free Onsite Gym with weekly fitness classes * Immediate 401k vesting * Educational Assistance * Life Insurance * Paid Time off (Permissive for exempt staff) Employment Notice: Background and Drug Screening Requirements As part of our commitment to maintaining a safe and secure workplace, successful completion of a background check and drug screening is a mandatory condition for employment. All offers of employment are contingent upon satisfactory results from these screenings. It takes diverse talent to solve real-world problems. ST Engineering is deeply committed to building a workplace community where inclusion is valued, and everyone feels welcomed. We're proud to consider all qualified applicants for employment without regard to race, color, religion, sex, pregnancy, family status, marital status, sexual orientation, national origin, disability, age, or veteran status, or any other legally protected grounds. So, bring us your personal experience, your perspectives, and your background. It's through our differences that innovative changes are made. Nearest Major Market: Baltimore Apply now "

Job Description Responsibilities Artificial Intelligence; Advanced Technology; The very best in patient care. With decades of expertise, we are Leading Radiology Forward. With dynamic cross-training and advancement opportunities in a team-focused environment, the core of our success is its people with the commitment to a better healthcare experience. When you join us as a Vice President, Human Resources - East Coast , you will be joining a dedicated team of professionals who deliver quality, value, and access in the 21st century and align all stakeholders- patients, providers, payors, and regulators to achieve the best clinical outcomes. You Will: • Collaborate with executive leadership to achieve the organization's long-term mission and goals; identify ways to support this mission through people management. • Align and implement HR strategies, policies, and procedures in partnership with senior leadership, supporting organizational missions and priorities. • Serve as a strategic advisor to senior leaders on all HR matters, supporting HRBP activities and collaborating across RadNet on system-wide planning and decision-making. • Identify key performance indicators for the organization's human resource functions; assess the organization's success and market competitiveness based on these metrics. • Provide guidance and leadership to the human resource management team; assists with resolution of human resource questions, concerns, and issues. • Coach, mentor, and support development of HR management direct reports to create and maintain a team of high-performing human resources professionals, fostering communication and continuous improvement. • Ensure compliance with employment, safety, and other laws, regulations, and requirements. • Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. • Represent the East Coast in HR-related matters with regulatory agencies, government officials, and community leaders. • Sit on HRLT - representing East Coast functions. • Performs other duties as assigned. You Are Someone With: • 10+ years in Human Resources in a large-scale, multi-site, matrixed organization. Must have documented, progressively increased responsibility in HR work experience, to lead and direct various human resources functions. In-depth knowledge of standard HR business best practices required. Working knowledge of talent acquisition, performance management, compensation, benefits, employee relations and HRIS required. Global HR experience preferred. • 7-10 years of management experience required. To Ensure Success In This Role, You Must Have: • Bachelor's degree in Human Resources or Business Administration, Labor or Industrial relations, or other related discipline required. Master's degree preferred. • Excellent verbal and written communication skills. • Excellent interpersonal and conflict resolution skills. • Excellent organizational skills and attention to detail. • Strong analytical and problem-solving skills. • Strong supervisory and leadership skills. • Thorough knowledge of employment-related laws and regulations. • Knowledge of and experience with varied human resource information systems. • Proficient with Microsoft Office Suite or related software. We Offer: Comprehensive Medical, Dental and Vision coverages. Health Savings Accounts with employer funding. Wellness dollars 401(k) Employer Match Free services at any of our imaging centers for you and your immediate family.

**Who We Are** At Kyndryl, we design, build, manage and modernize the mission-critical technology systems that the world depends on every day. So why work at Kyndryl? We are always moving forward - always pushing ourselves to go further in our efforts to build a more equitable, inclusive world for our employees, our customers and our communities. **The Role** At Kyndryl, we're shaping the future of business by helping organizations transform and grow. As an **HR Business Development Specialist** , you'll be at the heart of that transformation-guiding people strategies through complex transactions like acquisitions, divestitures, and outsourcing. This isn't just an HR role; it's a chance to influence big decisions, partner with senior leaders, and make a real impact on how businesses evolve globally. This role will give you exposure to senior leadership, global projects, and strategic decision-making. You'll develop expertise in HR for mergers and acquisitions, and open doors to future leadership roles in HR strategy, business development, or global operations. **Your responsibilities include:** + **Be a strategic advisor** : Work closely with Corporate Development, Legal, and Finance teams to shape deal strategies from an HR perspective. You'll help define business cases, assess risks, and ensure people considerations are front and center. + **Lead HR integration efforts** : Orchestrate deliverables across Talent Acquisition, Total Rewards, Payroll, Employee Relations, and more-making sure everything runs smoothly and on time. + **Drive cultural integration** : Collaborate with regional HR leads to ensure compliance with local laws and cultural norms, while supporting leadership alignment and organizational change. + **Partner with deal teams** : Act as the HR lead in client-facing opportunities, translating client needs into actionable HR solutions that align with Kyndryl's delivery model. + **Manage divestitures and exits** : Oversee HR planning for employee transfers and ensure compliance, continuity, and a positive employee experience. + **Innovate and improve** : Maintain and evolve our HRBD toolkit, capture lessons learned, and help build a best-in-class HR M&A playbook. **Your Future at Kyndryl** Every position at Kyndryl offers a way forward to grow your career. We have opportunities that you won't find anywhere else, including hands-on experience, learning opportunities, and the chance to certify in all four major platforms. Whether you want to broaden your knowledge base or narrow your scope and specialize in a specific sector, you can find your opportunity here. The compensation range for this position in the US is $120,360 to $228,840 based on a full-time schedule. Your actual compensation may vary depending on your geography, job-related skills, and experience. For part-time roles, the compensation will be adjusted appropriately. The pay or salary range will not be below any applicable state, city, or local minimum wage requirement. This position will be eligible for Kyndryl's discretionary annual bonus program, based on performance and subject to the terms of Kyndryl's applicable plans. You may also receive a comprehensive benefits package which includes medical and dental coverage, disability, retirement benefits, paid leave and paid time off. Note: if this is a sales commission eligible role, you will be eligible to participate in a sales commission plan in lieu of the annual discretionary bonus program. Applications will be accepted on a rolling basis. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. Kyndryl currently does not require employees to be fully vaccinated against COVID-19, however, if you are hired to work at a client, customer, or partner location, you may be required to show proof of vaccination to align with their respective COVID-19 vaccination policies. Those who believe they are eligible may apply for a medical or religious accommodation prior to the start of employment. **Who You Are** You're good at what you do and possess the required experience to prove it. You have a growth mindset; keen to drive your own personal and professional development, and to support others in theirs. You take your work seriously and prioritize customer impact. Most importantly, you understand that the most successful teams trust and enjoy each other and are naturally inclusive in how you work with others. To be successful in this role, you will have the following: **Required Skills and Experience** + **Deep HR knowledge** : You understand HR operating models and global employment practices inside and out. + **Leadership across borders** : You've successfully led cross-functional teams and collaborated across geographies. + **Influence and communication** : You're skilled at building relationships, managing stakeholders, and influencing decisions at all levels. + **Tech-savvy HR professional** : You have experience with **Workday, HR analytics, and project management tools.** + **Project leadership** : You can keep complex initiatives on track and deliver results under tight timelines. **Preferred Skills and Experience** + A **Bachelor's or Master's degree** in Human Resources, Business, or a related field. + **5+ years of HR experience** , with exposure to core processes like compensation, payroll, or employee relations. + **Change management or M&A certification** (e.g., Wharton M&A program) is a plus. **Being You** Diversity is a whole lot more than what we look like or where we come from, it's how we think and who we are. We welcome people of all cultures, backgrounds, and experiences. But we're not doing it single-handily: Our Kyndryl Inclusion Networks are only one of many ways we create a workplace where all Kyndryls can find and provide support and advice. This dedication to welcoming everyone into our company means that Kyndryl gives you - and everyone next to you - the ability to bring your whole self to work, individually and collectively, and support the activation of our equitable culture. That's the Kyndryl Way. **What You Can Expect** With state-of-the-art resources and Fortune 100 clients, every day is an opportunity to innovate, build new capabilities, new relationships, new processes, and new value. Kyndryl cares about your well-being and prides itself on offering benefits that give you choice, reflect the diversity of our employees and support you and your family through the moments that matter - wherever you are in your life journey. Our employee learning programs give you access to the best learning in the industry to receive certifications, including Microsoft, Google, Amazon, Skillsoft, and many more. Through our company-wide volunteering and giving platform, you can donate, start fundraisers, volunteer, and search over 2 million non-profit organizations. At Kyndryl, we invest heavily in you, we want you to succeed so that together, we will all succeed. **Get Referred!** If you know someone that works at Kyndryl, when asked 'How Did You Hear About Us' during the application process, select 'Employee Referral' and enter your contact's Kyndryl email address. Kyndryl is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, pregnancy, disability, age, veteran status, or other characteristics. Kyndryl is also committed to compliance with all fair employment practices regarding citizenship and immigration status.

What We Believe Something extraordinary happens when every individual in a business knows their voice is heard, their commitment is valued, and their contributions make a difference. That's why the experts at Compass are passionately committed to fueling these fundamental employee needs every day. Focused on maximizing organizational performance, we partner with leadership teams to underscore purpose, drive engagement, and create a routinely rewarding work experience. What We Do We provide both outsourced and project-based partnerships to our clients that range from start-up organizations to global organizations with more than 30,000 employees in every industry including sports, academia, technology, manufacturing, professional services, performing arts, and healthcare. We approach the employee experience holistically using proven techniques and customized best practices to maximize organizational performance. Who We Seek We are seeking an exceptional Executive HR Strategy Consultant to join our team. This role is focusing on high-impact strategic advisory, specialized expertise, and book of business development. The ideal candidate is a seasoned Consultant ready to drive the organizational effectiveness of our most complex clients through world-class HR support, leadership development, coaching, and facilitation. This is a full-time role with up to 30% travel for onsite client visits and attendance at networking/business development events. Candidates in major metro cities highly preferred. In This Role You Will * Lead outsourced, consultative delivery services to clients in all aspects of training and development, talent strategy, compensation, benefits administration, employee relations, performance management, employee engagement, organizational change, compliance, and HR technology. We do not expect craft expertise in all areas. * Translate business strategies into people and organizational priorities by leading the discussion with business leaders; apply and align these priorities with organization vision and execution to meet business goals. * Collaborate with in-house subject matter experts to implement custom organizational strategies that contribute to the overall success of our clients. * Develop customized deliverables for clients to support business strategy and organizational needs. * Champion the design and integration of holistic organizational plans and training programs (e.g., talent, structure, culture, total reward programs, process, etc.). * Contribute expert advice based on current best practices in the field to fuel growth, retention, and engagement for our clients. What You Need * Bachelor's degree required. * MBA, Master's degree in a related field, or coursework towards an advanced degree preferred. * Minimum ten years of relevant HR, Talent Strategy, and/or Training and Development experience required. * Past experience in a Director-level or above role highly preferred. * Experience in an HR or training and development consulting role with progressive experience and responsibilities required. * PHR, SPHR, SHRM CP/SCP or other relevant certification or work towards this preferred. * Ability to thrive in a dynamic work environment with an ever-changing schedule and client base. * Ability to work in a remote capacity from home and the ability to know and act on when being onsite (travel) is of value to Compass/the client. Compensation The compensation range for this role is between $135,000-$170,000 base salary, based on experience and specific domain expertise, with opportunity to earn additional bonus incentives. Commitment to Inclusion Our mission is to create work environments where people thrive - all people. We believe embracing, celebrating, and advocating for a diverse and inclusive culture is the right thing to do and essential to all organizations. We champion conversations around diversity, equity, accessibility, and inclusion in all aspects of the employee experience. Our passion is ensuring practices create a culture of dignity and respect. We are a proud equal opportunity employer and strive to be a leader and example of inclusion, diversity, and access.

Are you passionate about making a difference in the lives of individuals facing homelessness and health disparities? Join Health Care for the Homeless as a Director of Human Resources to become a vital part of our interdisciplinary team committed to providing excellent care and attention to our employees and staff culture. This is an essential on-site position which may have the ability to work up to 2 days per week remotely after 6 months of employment. About the Role: The Director of Human Resources advances the vision of Health Care for the Homeless through their leadership of the human resources function. As a member of the agency's Management Team, the Director will champion a culture of inclusion and belonging-ensuring that every employee feels supported, empowered, and positioned to thrive. Key Role Responsibilities: Strategic Leadership Partner with senior leadership to align HR strategy with agency-wide goals. Develop and implement an effective staffing plan, compensation policy, and transparent pay practices. Team & Culture Development Lead, coach, and develop HR staff, fostering a collaborative and innovative department. Build a culture of trust, accountability, and open communication across the agency. Mentor managers to strengthen leadership capacity, supervisory skills, and staff development practices. Human Resources Operations Ensure compliance with employment laws, mandatory reporting, audits, and HR vendor contracts. Manage HRIS (ADP) to increase efficiency, accuracy, and data-driven decision-making. Oversee employee relations, ensuring fair treatment, conflict resolution, and consistent practices. Design and evaluate a comprehensive benefits program that reflects organizational values and staff needs. Talent & Workforce Development Lead recruitment and onboarding efforts to attract and retain top talent. Develop clear career pathways, mentorship opportunities, and professional growth initiatives. Partner with Quality Improvement to ensure all staff maintain necessary licenses, credentials, and competencies. Board & Legal Liaison Staff the Human Resources Committee of the Board of Directors. Serve as HR liaison with pro bono legal counsel and external partners. Key Agency Responsibilities In addition to role responsibilities, every staff member has the following responsibilities as a part of their employment: Models and reinforces the core values of dignity, authenticity, hope, justice, passion and balance Actively participates in performance improvement and advocacy activities that support the mission Protects clients' personal health information by maintaining compliance with HIPAA and other relevant health care-related IT security regulations Performs other duties on an as-needed basis Knowledge, Experience and Skills Formal Education and Training Bachelor's degree required; 10-15 years of experience in human resources with track record of progressive leadership experience in the area or an associate's degree and 5 years of experience may be considered Master's degree in Human Resource Management/Development or a related field preferred Professional certification (PHR or SHRM) strongly preferred Experience Seven years of human resources management; experience within health care or human services required Three years of supervisory experience strongly preferred Demonstrated experience in deadline-driven project management Demonstrated experience in managing HRIS and data analytics Skills Excellent critical thinking skills Passion for leveraging technology to reduce paper processes and create transparency Strong commitment to ethical decision-making Ability to plan, implement, oversee and evaluate complex initiatives Composed, reliable leader in stressful situations Self-reflective and committed to creating an anti-racist workplace Strong ability to build rapport, motivate others and find common ground in order to form partnerships Join us in advancing health equity and delivering exceptional care to our community's most underserved populations. Apply today to be a part of something bigger. Health Care for the Homeless is an equal opportunity employer. Notice to Applicants Health Care for the Homeless participates in E-Verify. All newly hired employees are required to complete the I-9 Employment Eligibility Verification form and provide documentation proving their identity and legal authorization to work in the United States. We use the E-Verify system to confirm employment eligibility in accordance with federal law.

Are you passionate about making a difference in the lives of individuals facing homelessness and health disparities? Join Health Care for the Homeless as a Director of Human Resources to become a vital part of our interdisciplinary team committed to providing excellent care and attention to our employees and staff culture. This is an essential on-site position which may have the ability to work up to 2 days per week remotely after 6 months of employment. About the Role: The Director of Human Resources advances the vision of Health Care for the Homeless through their leadership of the human resources function. As a member of the agency's Management Team, the Director will champion a culture of inclusion and belonging-ensuring that every employee feels supported, empowered, and positioned to thrive. Key Role Responsibilities: Strategic Leadership Partner with senior leadership to align HR strategy with agency-wide goals. Develop and implement an effective staffing plan, compensation policy, and transparent pay practices. Team & Culture Development Lead, coach, and develop HR staff, fostering a collaborative and innovative department. Build a culture of trust, accountability, and open communication across the agency. Mentor managers to strengthen leadership capacity, supervisory skills, and staff development practices. Human Resources Operations Ensure compliance with employment laws, mandatory reporting, audits, and HR vendor contracts. Manage HRIS (ADP) to increase efficiency, accuracy, and data-driven decision-making. Oversee employee relations, ensuring fair treatment, conflict resolution, and consistent practices. Design and evaluate a comprehensive benefits program that reflects organizational values and staff needs. Talent & Workforce Development Lead recruitment and onboarding efforts to attract and retain top talent. Develop clear career pathways, mentorship opportunities, and professional growth initiatives. Partner with Quality Improvement to ensure all staff maintain necessary licenses, credentials, and competencies. Board & Legal Liaison Staff the Human Resources Committee of the Board of Directors. Serve as HR liaison with pro bono legal counsel and external partners. Key Agency Responsibilities In addition to role responsibilities, every staff member has the following responsibilities as a part of their employment: Models and reinforces the core values of dignity, authenticity, hope, justice, passion and balance Actively participates in performance improvement and advocacy activities that support the mission Protects clients' personal health information by maintaining compliance with HIPAA and other relevant health care-related IT security regulations Performs other duties on an as-needed basis Knowledge, Experience and Skills Formal Education and Training Bachelor's degree required; 10-15 years of experience in human resources with track record of progressive leadership experience in the area or an associate's degree and 5 years of experience may be considered Master's degree in Human Resource Management/Development or a related field preferred Professional certification (PHR or SHRM) strongly preferred Experience Seven years of human resources management; experience within health care or human services required Three years of supervisory experience strongly preferred Demonstrated experience in deadline-driven project management Demonstrated experience in managing HRIS and data analytics Skills Excellent critical thinking skills Passion for leveraging technology to reduce paper processes and create transparency Strong commitment to ethical decision-making Ability to plan, implement, oversee and evaluate complex initiatives Composed, reliable leader in stressful situations Self-reflective and committed to creating an anti-racist workplace Strong ability to build rapport, motivate others and find common ground in order to form partnerships Join us in advancing health equity and delivering exceptional care to our community's most underserved populations. Apply today to be a part of something bigger. Health Care for the Homeless is an equal opportunity employer. Notice to Applicants Health Care for the Homeless participates in E-Verify. All newly hired employees are required to complete the I-9 Employment Eligibility Verification form and provide documentation proving their identity and legal authorization to work in the United States. We use the E-Verify system to confirm employment eligibility in accordance with federal law.

Johns Hopkins Bayview Medical Center is Part of one of the world's premier, integrated health systems, Johns Hopkins Medicine. As an academic teaching hospital, the Bayview Medical Center plays a crucial role in community health, innovation, medical advancements and providing care to diverse populations while integrating research and education into the mission. All the physicians at Johns Hopkins Bayview are full-time faculty at The Johns Hopkins University School of Medicine and offer their expertise through numerous teaching programs, including the residency program in internal medicine. The Medical Center provides a supportive environment that allows house staff the opportunity to become leaders in primary care, general internal medicine, geriatric medicine, and other medical subspecialties. Students from The Johns Hopkins University School of Nursing also come to the Medical Center for hospital-based instruction in acute and long-term care. Johns Hopkins Bayview Medical Center is home to a nationally renowned geriatrics center and a state-designated level II trauma center and level III neonatal intensive care unit that are part of the Maryland Institute for Emergency Medical Services Systems. The Bayview Medical Center Burn Center is the only adult burn trauma and surgical facility in the region, is verified by the American Burn Association and is federally designated as a model system of state-of-the-art, coordinated care for burn patients. POSITION SUMMARY The VP of HR at Johns Hopkins Bayview Medical Center (JHBMC) will be the Human Resource Leader for the JHBMC and its various entities. Leads the administration of all Human Resources for the JHBMC directly and indirectly through the entity Executive Directors of Human Resources and the entity President. The VP of HR for JHBMC is responsible for planning, directing, managing, and guiding the overall functions of Human Resources across JHBMC with direction from the SVP of HR JHM. He /She is a member of the HR and entity executive leadership team human resources best practices. The VP HR-JHBMC will maintain a collaborative working relationship with JHBMC senior staff. VP HR collaborates with JHHS Central HR in implementing innovative HR programs and HR practices at JHBMC. REPORTING RELATIONSHIPS Reports directly to SVPHR/CHRO for Johns Hopkins Medicine and works in collaboration and an advisory role for the President of JHBMC. ESSENTIAL DUTIES AND RESPONSIBILITIES Leadership: Provides leadership to the Human Resources function directly at the JHBMC, the entity President and staff; and directly supports the entity. Works closely with all HR functional areas at JH Medicine. Anticipates and responds to the changing needs of a diversified workforce and network affiliates by planning, creating, implementing, and evaluating innovative programs in collaboration with HR central to recruit, develop, and retain quality employees. Provides advice to administration, department managers and supervisors on labor relations matters. Makes oral and written presentations at meetings and training programs to educate managers on legal requirements. Investigates through interviews and document searches any complaints of employment/labor law/policy violations Works directly with leadership and management of JHBMC to achieve high employee engagement, optimal diversity and inclusiveness, address affirmative action plans and implement HR technologies (SAP, SuccessFactors Recruiting and Performance Management, HR Acuity, etc.) Adapts and helps the organization adapt to new challenges, embrace change, keep all staff informed of all changes and its impact on the organization. Assists in the development of plans to assist employees in managing change. Maintains programs and procedures for the classification, wage and salary administration, and performance evaluation in conjunction with Central Services. Conducts meetings, prepares and analyzes reports, and verifies the legality of procedures and consistency/accuracy of results. Periodically presents aggregate reports for review by the Board of Trustees. Communications: Creates and/or reviews are written communications to employees and provide educational programs. Communicates openly and often both inside and outside JHHS, including making speeches and representing JHHS and its entities at human resource-related functions for ceremonial, lobbying, and public relations purposes. Functional Responsibilities: Collects data and coordinates and collaborates with central TA on long-term and short-term plans for JHBMC staffing levels and staffing mix. Sets budget guidelines to assist Human Resources managers in preparing well-planned, cost-efficient budgets. Interviews, selects orients, trains, and evaluates the management staff of the JHBMC Human Resources team. Recommends pay increases and takes corrective action as needed. Monitors the supervision of other Human Resources employees through managers. Administers the operations and allocation of resources within Human Resources to support the priorities, mission, vision, values, and JHBMC Coach-Counsel-Advise-Assist: Assists in the identification and correction of environmental conditions and work practices that could result in injuries/claims. Responsible for enduring adherence to safe work practices. Coordinates investigation of any complaints. In conjunction with HR central/employee relations and legal dept and interprets and ensures compliance with related federal and local laws and regulations. Contributes to long and short-term planning and problem resolution by: Chairs or serves on committees, task forces or teams with staff, administration, Central Services, Board members, medical staff, community representatives, and professional or government agents as required. Advises and counsels entity leadership, administrative staff, managers, and/or employees on complex human resource issues. Mediates employee/management complaints or disputes. Directs and/or conducts research and provides reports needed for decision-making. Provides data analysis and interpretation. Organizes, coordinates, and directs special project development and implementation. Perform other duties as assigned by the JHM Senior VP of HR or the President of JHBMC MINIMUM EDUCATION AND EXPERIENCE REQUIRED: A Master's Degree in Human Resources or related field. A minimum of ten (10) years of progressive leadership experience with a minimum of three (3) years of which are of Human Resource Management (HRM). Experience in a hospital environment is highly preferred Demonstrated experience managing and developing staff. Experience in all areas of human resource administration. Will consider an equivalent combination of education to substitute for the preferred years HRM only. Knowledge: Excellent presentation skills and knowledge and compliance of employment laws such as Civil Rights Act, Equal Pay Act, Fair Labor Standards Act, ERISA, COBRA, ADA, OSHA, FMLA, CFRA, and other state and federal laws covering discrimination and equal opportunity employment and personnel administration theories and practices. Extensive knowledge of performance management programs and total rewards systems. Extensive knowledge of computer applications related to the analysis of HR data, including spreadsheets, databases, and word processing. Extensive knowledge of Human Resources practices, including Employment, EEO/AA, Labor Relations, Benefits and Safety, and their relationship to business strategy. Thorough knowledge of theories, principles, and practices of program areas related to administrative services for a large, multi-level organization. Thorough knowledge of administrative principles and methods, including goal setting, program and budget development, and implementation Current HR best practices in streamlining policies and procedures SKILLS AND ABILITIES REQUIRED Collaborative Leadership abilities and Organizational Development Experience as a Senior HR Generalist Excellent written and oral communications skills, including public speaking Mediation, negotiation and facilitation skills Knowledge of employment/labor laws Research, statistical and analytical related business skills Demonstrate leadership professionalism under diverse and stressful situations Facilitate through Influence with the various entities Skilled with Coaching, Counseling and Advising Salary Range: Minimum $0.00/visit - Maximum $0.00/visit. Compensation will be commensurate with equity and experience for roles of similar scope and responsibility. In cases where the range is displayed as a $0 amount, salary discussions will occur during candidate screening calls, before any subsequent compensation discussion is held between the candidate and any hiring authority. We are committed to creating a welcoming and inclusive environment, where we embrace and celebrate our differences, where all employees feel valued, contribute to our mission of serving the community, and engage in equitable healthcare delivery and workforce practices. Johns Hopkins Health System and its affiliates are an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity and expression, age, national origin, mental or physical disability, genetic information, veteran status, or any other status protected by federal, state, or local law. Johns Hopkins Health System and its affiliates are drug-free workplace employers.

**Penn State Health** - **Penn State Health Corporation** **Work Type:** Full Time **FTE:** 1.00 **Shift:** Day **Hours:** Monday - Friday Daytime **Recruiter Contact:** Nicole Cox at ******************************** (MAILTO://********************************) **SUMMARY OF POSITION:** The Manager/Executive Human Resources Strategic Business Partner (HRBP) is a leadership role responsible for advising executive teams on alignment of human resources strategy with business objectives across designated clinical and operational areas. Serving as a key member of the leadership team, the HRBP collaborates with executive stakeholders to drive organizational performance, workforce planning, leadership development, and data-driven decision-making to enhance both employee and patient outcomes. This is a hybrid role, primarily on-site, with the location depending on your assigned region with the Central Pennsylvania area. **Key Responsibilities:** + Serve as a trusted advisor and strategic partner to senior healthcare executives, including hospital presidents, service line leaders, and other operational leaders to translate business strategy into human capital strategies that advance all missions of the health system. + Lead strategic HR initiatives that support talent acquisition, employee engagement, leadership development, diversity &inclusion, and succession planning. + Collaborate with all HR partners and lead a team of HR professionals to deploy programs and practices that support system-wide objectives while addressing local needs. + Provide guidance on complex organizational design to improve efficiency, care delivery, and employee experience. + Manages complex projects in support of system-wide organizational initiatives and in-line with organizational values, goals and objectives. + Analyze workforce metrics and trends to inform business decisions and proactively address talent and workforce needs. + Lead efforts to enhance the employee experience and improve retention across clinical and non-clinical teams. + Facilitate strategies of collaboration, accountability, and continuous improvement to improve employee engagement. + Support performance management processes, including executive coaching, team effectiveness, and leadership alignment. + Serve as an advocate for equity, inclusion, and high reliability practices across the organization. + Ensure compliance with federal, state, and local employment laws and regulations, as well as internal policies and collective bargaining agreements (if applicable). + Partner with the employee relations team to provide counsel to senior leaders on high-risk or sensitive employee matters. + Leads a team of HR professionals inclusive of strategic HR business partners, organizational development consultants, and generalists, and inspires team members to integrate organizational core values into their daily practices and interactions. + Supervise, mentor, and develop staff. + Effectively partners with leaders at all levels of the organization to successfully implement and evolve programs. **MINIMUM QUALIFICATION(S):** + Bachelor's degree in Business Administration, Healthcare Administration, Human Resources, or related field. + Seven (7) years related experience, with at least two (2) years providing strategic HR advisement to executive leaders in a complex healthcare environment. + Proven ability to drive HR strategy in alignment with organizational goals and operational priorities. + Experience with change management, organizational development, and workforce planning. **PREFERRED QUALIFICATION(S):** + Master's degree + Professional HR certification (e.g., SHRM-SCP, SPHR) **WHY PENN STATE HEALTH?** Penn State Health offers exceptional opportunities to learn and grow, exposure to a wide patient population, and the ability to provide individualized, innovative, and specialized care to patients in the community. **Penn State Health offers an exceptional benefits package including medical, dental and vision with no waiting period as well as a Total Rewards Program that highlights a few of the many additional offerings below:** + **_Be Well_** with Employee Wellness Programs, and Fitness Discounts (University Fitness Center, Peloton). + **_Be Balanced_** with Generous Paid Time Off, Personal Time, and Paid Parental Leave. + **_Be Secured_** with Retirement, Extended Illness Bank, Life Insurance, and Identity Theft Protection. + **_Be Rewarded_** with Competitive Pay, Tuition Reimbursement, and PAWS UP employee recognition program. + **_Be Supported_** by the HR Solution Center, Learning and Organizational Development and Virtual Benefits Orientation, Employee Exclusive Concierge Service for scheduling. **WHY PENN STATE HEALTH CORPORATION?** There are many ways to make an impact with one of the leading research, teaching, and clinical healthcare systems in the country. Through a combination of operational, corporate, clinical, and nonclinical roles, we are advancing excellence and innovation in health care together as one team. As Penn State Health continues to evolve for the future, we are committed to hiring dedicated employees who are passionate about delivering the best possible support across our entire integrated health system. Within Penn State Health's Shared Services Entity, we encourage our employees at every turn to continue their education and advancement. Numerous opportunities are available for professional development and career growth. **YOU TAKE CARE OF THEM. WE'LL TAKE CARE OF YOU. State-of-the-art equipment, endless learning, and a culture of excellence - that's Penn State Health. But what makes our healthcare award-winning? That's all you.** _This job posting is a general outline of duties performed and is not to be misconstrued as encompassing all duties performed within the position. Eligibility for shift differential pay based on the terms outlined in company policy or union contract._ _All individuals (including current employees) selected for a position will undergo a background check appropriate for the position's responsibilities._ _Penn State Health is an Equal Opportunity Employer and does not discriminate on the basis of any protected class including disability or veteran status. Penn State Health's policies and objectives are in direct compliance with all federal and state constitutional provisions, laws, regulations, guidelines, and executive orders that prohibit or outlaw discrimination._ **Union:** Non Bargained **Position** Executive Strategic Human Resources Business Partner (HRBP) Manager **Location** US:PA: Hershey | Professional | Full Time **Req ID** 83261

ABOUT ENTERPRISE MANAGEMENT: Enterprise Management, LLC. is a full-spectrum consulting and management firm specializing in back-office operations, financial infrastructure, and executive oversight for health and human services organizations. We provide strategic support to affiliated companies through contractual partnerships, optimizing operations and maintaining compliance across multiple industries including behavioral health, primary care, real estate, supportive housing, and food service. Our goal is to relieve mission-driven companies of administrative burden by overseeing financial and operational systems that allow leadership teams to focus on quality care and innovation. DISCLOSURES: The specific statements shown in each section of this are not intended to be all-inclusive. They represent typical elements and criteria considered necessary to perform the job successfully. The job's responsibilities/tasks may be modified and/or expanded over time. Company will inform the personnel member when changes in the respective job description are made. COMPANY WEBSITE: ********************************* COMPANY PHONE NUMBER: ************** HUMAN RESOURCES PHONE NUMBER: ************** ext 10 POSITION TITLE: Chief Human Resources Officer ALTERNATE TITLE(S):Senior HR Executive, Compliance Officer (within scope) COMPANY: Enterprise Management Solutions, LLC. (in support of all customer companies under contract) DIVISION: Human Resources DEPARTMENT: n/a UNIT: n/a BENEFITS PACKAGE: Paid time off; health, dental, and vision insurance reimbursement; professional development support. WORK SCHEDULE: Tuesday- Thursday, 8:00 AM - 5:00 PM ACCOUNTABLE TO: Chief Executive Officer (CEO) ACCOUNTABLE FOR: Strategic oversight of human capital management, workforce compliance, HR policy, benefits administration, recruitment, and employee relations across all affiliated companies CLASSIFICATION: W-2 employee; part-time hourly COMPENSATION RANGE: Ranges between $40.00 per hour to $55.00 per hour, commensurate with experience and qualifications ANTICIPATED TRAVEL: Up to 10% of the time (interoffice and site-based meetings) SUMMARY OF POSITION RESPONSIBILITIES: The Chief Human Resources Officer (CHRO) is a key member of the executive leadership team and serves as the strategic leader responsible for developing, implementing, and managing human capital initiatives across all customer companies. The CHRO provides oversight of all HR functions including recruitment, onboarding, employee relations, performance management, professional development, compensation and benefits, HRIS systems, compliance, and workplace culture. The CHRO ensures that Enterprise Management Solutions, LLC. and its affiliates maintain compliant, people-centered, and mission-aligned HR practices while adapting to growth and regulatory changes. This role builds and leads HR strategies that align with organizational objectives and operational realities. The CHRO also oversees all ensures that Enterprise Management delivers all contracted Human Resources Consultation, Virtual HR Services, & Fractional CHRO Services to affiliated entities, as outlined at ******************************************* SCHEDULED DUTIES AND RESPONSIBILITIES: Develop and implement enterprise-wide human resources strategies, policies, and systems Oversee the full employee lifecycle including recruitment, hiring, onboarding, evaluation, retention, and separation Ensure compliance with all federal, state, and local employment laws (EEOC, FLSA, FMLA, ADA, etc.) Lead the administration and evaluation of employee benefits and wellness programs Guide the implementation and maintenance of HRIS systems and digital personnel files Build performance management frameworks including evaluations, PIPs, coaching, and documentation Maintain and update employee handbooks, HR policies, and procedures in accordance with current laws and best practices Partner with leadership and managers on organizational design, staffing strategy, and workforce planning Serve as lead point of contact for all HR audits, grievances, and employee complaints Oversee workplace investigations, corrective actions, and terminations in accordance with due process and fairness Develop initiatives to improve employee engagement, morale, and retention Track HR metrics and generate reports for leadership and board-level stakeholders Advise executive team on employee-related risk management and HR compliance strategies Collaborate with the COO and CFO on labor cost forecasting and compensation analysis Ensure delivery and quality of all Human Resources Consultation, Virtual HR Services, & Fractional CHRO Services offered by Enterprise Management (******************************************* UNSCHEDULED DUTIES AND RESPONSIBILITIES: Serve as point of contact for urgent HR-related incidents or staff escalations Provide leadership coaching to managers and support culture-building initiatives across teams Represent the company in employee-related legal or regulatory proceedings when necessary Facilitate leadership training and professional development sessions Coordinate HR elements of mergers, acquisitions, or internal realignments Maintain confidentiality in all personnel-related matters and ensure data security of all HR records CORPORATE HUMAN RESOURCES FOCUSED COMPLIANCE OFFICER DUTIES: Overview: The Corporate Compliance Officer will possess the skills and experience necessary to identify potential issues within Human Resources. The Compliance Officer is responsible for developing, implementing, and monitoring the programs, policies, and practices that ensure compliance with federal, state, local, and accreditation standards. The Compliance Officer is expected to remain up to date on laws and regulations that may affect the organization's policies and procedures. This position requires objectivity, independence from other agency departments, strong attention to detail, and familiarity with investigative protocols and formal reporting practices. Accountability: The Corporate Compliance Officer shall be accountable to the CEO and/or Board of Directors. Duties: The chief responsibilities of the Compliance Officer include planning, implementing, and monitoring the Corporate Compliance Program. This position is also responsible for coordinating internal and external compliance audit activities and ensuring consistent communication of expectations and results. The Corporate Compliance Officer will: Oversee and monitor the implementation of the Corporate Compliance Program Conduct corporate compliance risk assessments Report regularly to the CEO and/or Board of Directors on compliance program progress and assist with developing improvement plans Periodically revise and update the Compliance Program as needed Review and evaluate Standards of Conduct Statements Develop and implement a Compliance Training Plan for all staff Assist the CEO with internal compliance review and monitoring activities Investigate complaints and coordinate appropriate action plans with affected departments Develop policies and practices that encourage staff to report suspected fraud or impropriety without fear of retaliation Clearly communicate the objectives of the Compliance Program and track accomplishments Access and review records related to compliance monitoring activities and document findings Maintain a communication log for compliance-related inquiries and reports Compile reports of calls received, investigations conducted, findings made, recommendations issued, actions taken, and progress achieved Establish and communicate available reporting procedures and modes (e.g., email, online reporting tools, voice mail, suggestion box) Conduct periodic interviews with internal and external stakeholders Analyze program and service utilization patterns for irregularities Conduct unannounced mock surveys, audits, inspections, and investigations to assess staff readiness and identify areas for corrective action Reevaluate previously identified deficiencies to confirm implementation of improvements Present written compliance evaluations and reports to the Compliance Committee, CEO, and/or Board of Directors at least annually PHYSICAL DEMANDS: Prolonged periods sitting at a desk and working on a computer Occasional lifting up to 25 pounds Frequent meetings via video or phone; occasional in-person site visits WORKING CONDITIONS: On-site only Office-based, with travel between program sites as needed Cross-functional collaboration with high-level staff across all departments High-paced, deadline-driven, and strategically focused COMPETENCIES AND SKILLS: Deep knowledge of HR laws, policies, and procedures Strong leadership and interpersonal skills Exceptional problem-solving, conflict resolution, and communication skills Technologically proficient in HRIS, Microsoft 365, and HR compliance platforms Experience in building HR teams and designing HR infrastructure LEVEL OF EDUCATION / TRAINING / QUALIFICATIONS: Master's degree in Human Resources, Business Administration, Public Administration, or related field (required) HR Certification (SHRM-SCP, SPHR) strongly preferred 8+ years of progressive HR experience, with at least 5 years in a senior leadership role Experience supporting diverse workforces and multi-site operations Strong track record of compliance, employee engagement, and HR system implementation

Goodwill Industries of Monocacy Valley transforms donations into jobs and job training for thousands of people in Frederick and Carroll Counties in Maryland each year. At Goodwill, we believe that all people, regardless of situation, should have access to meaningful employment. Each time you donate items to Goodwill or shop in our stores, you are supporting training programs that help people with barriers to employment find jobs and become more self-sufficient. Job Description The Director of Human Resources for Goodwill Industries of Monocacy Valley will help redesign and implement the many aspects of our team experience including talent acquisition, benefits, compensation, onboarding, development, and retention. They will also play a pivotal role in developing, driving, and nurturing a great team values driven culture. This role will lead organizational development, including organizational design, succession planning, performance management, diversity initiatives and HRIS implementation. Collaborate with managers at all levels to: increase awareness of sound HR principles and practices, provide input and support to organizational initiatives, mitigate risks, and ensure the organization is energized around our mission and goals. Assist in creating a values-driven culture to attract and retain a talented workforce. This is evident in interviewing, on-boarding, employee relations issues, engagement strategies, recognition, and associate development. Lead the Talent Acquisition team with market recruitment needs. Create, organize, and implement strategies and supporting initiatives that source, recruit, and select top talent. Utilize benefits and compensation surveys to determine compensation trends and make recommendations to support staff engagement and retention goals. Ensure compliance with applicable employment laws, regulations, policies at the federal, state, and local level and draft policies that reflect this. Partner with managers and store managers to coach, advise on performance issues, and facilitate effective solutions for associate employment issues. Serve as an escalation point for end-users experiencing difficulties in using HRIS systems. Enterprise workforce planning. Oversee and manage talent development and training. Other duties as assigned. Qualifications To perform this job successfully, an individual must be able to perform each essential duty to a high standard. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Bachelor's degree required, Master's Degree in Human Resources Administration, Business Administration, or related discipline preferred. 6+ years of increasingly responsible experience in human resources, within a retail or staffing organization including experience leading teams. HR generalist experience preferred. Experience with HRIS systems required -- Kronos Workforce Solutions SaaS (preferred) or SAGE, and Kronos Time-keeping or other Labor management/forecasting systems. Experience building team experience metrics and utilizing assessment tools and techniques. Experience in a fast paced, high volume recruiting environment. Possess excellent communication skills, able to work with all levels from entry level staff to executive management, and be customer-service oriented. PREFERRED Previous experience in the Retail Industry is preferred PHR, SPHR certification preferred. Experience in organizing, planning and executing large-scale projects from envisioning stage through to implementation.

Oak View Group Oak View Group is the global leader in venue development, management, and premium hospitality services for the live event industry. Offering an unmatched, 360-degree solution set for a collection of world-class owned venues and a client roster that includes the most influential, highest attended arenas, convention centers, music festivals, performing arts centers, and cultural institutions on the planet. Position Summary The HR Coordinator, at the direction of the VP of Human Resources and Administration, supports the Human Resources department in delivering a seamless employee experience from recruitment through onboarding and ongoing engagement. This role is responsible for coordinating day-to-day HR operations, maintaining accurate records, assisting with communication efforts, and ensuring compliance with company standards and HR regulations. The ideal candidate is detail-oriented, organized, and passionate about providing exceptional support to employees and managers. This role pays an hourly rate of $26.00-$30.00 Benefits for Full-Time roles: Health, Dental and Vision Insurance, 401(k) Savings Plan, 401(k) matching, and Paid Time Off (vacation days, sick days, and 11 holidays) This position will remain open until March 13, 2026. About the Venue CFG Bank Arena is a 14,000+ seat, reimagined world class concert and entertainment venue. A premier destination for fans and artists, CFG Bank Arena showcases over $250MM+ in renovations, including modernized, state-of-the-art acoustics, superior suites and exclusive club levels, premium contemporary seating, reimagined concourses, upscale culinary experiences in food & beverage selections, and more! Located in the heart of Baltimore, the iconic landmark offers guests the ultimate entertainment experience the moment they step foot through its doors. Rich in history, uniting fans with memories old and new, CFG Bank Arena hosts 105+ shows annually including the hottest artists on the planet. A cornerstone of the City of Baltimore, committed to the community, and redeveloped in the heart of Baltimore. A new era of live entertainment has arrived in Baltimore with the highly anticipated and reimagined, CFG Bank Arena. Responsibilities Essential Duties & Responsibilities: * Support the candidate experience from offer through start date, ensuring timely communication and maintaining accurate recruitment files. * Oversee all onboarding tasks, including new hire checklists, internal employee list updates, orientation sessions, facility tours, and induction program support. * Maintain HR documents, job descriptions, and onboarding materials. * Assist the VP of Human Resources with compliance requirements, department goals, daily operations, and special projects. * Serve as backup for payroll processing * Support accurate tracking of workers' compensation and OSHA logs. * Support upkeep of HR materials throughout the facility and monitor department budget awareness. * Coordinate employee communication channels and develop/manage the regular employee newsletter. * Oversee employee engagement, growth, and community relations committees, and support planning of employee functions and special events. * Coordinate monthly corporate communications on initiatives * Manage inventory of giveaways, promotional items, and company store collateral. * Assist with development, facilitation, and logistics for local training programs. * Serve as a liaison between HR and event staff for designated events. * Provide strong administrative support to ensure smooth HR department operations. * Other general administrative HR or support functions as assigned. Qualifications Required Experience & Qualifications: * An associate's degree in human resources, Business Administration, or a related field preferred and/or 1-2 years of HR, administrative, or office coordination experience (internships welcome). * Strong organizational skills and attention to detail. * Excellent communication and interpersonal abilities. * Ability to manage multiple priorities in a fast-paced environment. * Proficient with Microsoft Office Suite and comfortable learning new HR systems. * Customer-service mindset and commitment to confidentiality. * Must be able to work a flexible schedule inclusive of weekends, nights and holidays required Strengthened by our Differences. United to Make a Difference At OVG, we understand that to continue positively disrupting the sports and live entertainment industry, we need a diverse team to help us do it. We also believe that inclusivity drives innovation, strengthens our people, improves our service, and raises our excellence. Our success is rooted in creating environments that reflect and celebrate the diverse communities in which we operate and serve, and this is the reason we are committed to amplifying voices from all different backgrounds. Equal Opportunity Employer Oak View Group is committed to equal employment opportunity. We will not discriminate against employees or applicants for employment on any legally recognized basis ("protected class") including, but not limited to veteran status, uniform service member status, race, color, religion, sex, national origin, age, physical or mental disability, genetic information or any other protected class under federal, state, or local law.

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

Human Resources Associate for Support Staff, Non-bargaining Support, 248 day, 8 hrs JobID: 4116 Non-Instructional Support Staff/Secretary - 12-Months

Job Description Join Right at Home as a Full-Time HR Specialist in Ellicott City, MD, where you can make a meaningful impact in the Home Care industry with vulnerable adults in your local community. This is your chance to work with a team dedicated to excellence, where your problem-solving and empathetic skills can shine. With a competitive salary ranging from $60,000 to $75,000, you will be rewarded for your expertise and dedication. Your role will directly influence our caregiver and client centric culture and help us maintain high performance standards. Collaborate with passionate professionals and contribute to a supportive environment that thrives on energy and enthusiasm. You will be offered great benefits such as Medical, Dental, Vision, 401(k), Life Insurance, and Paid Time Off. Elevate your HR career and become a key player in a company that truly values its people and its mission. Apply today to be part of something extraordinary! What does a HR Specialist do? As a Full-Time HR Specialist at Right at Home in Ellicott City, MD, you will play a pivotal role in caregiver retention, awards, and recognition programs that celebrate our dedicated team. Your responsibilities will encompass benefits oversight and payroll management, ensuring our caregivers feel valued and supported. You will also facilitate caregiver reviews and implement corrective action and coaching strategies, fostering a culture of continuous improvement. Additionally, you'll manage unemployment and worker's compensation matters, contributing to a secure work environment. Your day-to-day tasks will include answering phones and maintaining open lines of communication with the team, ensuring that all HR functions are executed smoothly and effectively. This is an opportunity to engage with our exceptional caregivers and make a real difference in their work experience. Are you a good fit for this HR Specialist job? To thrive as a Full-Time HR Specialist at Right at Home, candidates should possess a blend of essential skills that align with our customer-centric values. A SHRM Certification is required, along with a minimum of 2 years of HR experience, ensuring you have the foundational knowledge needed to excel. Successful candidates will be personable and dynamic, able to forge strong connections with caregivers and foster a friendly workplace atmosphere. Comfort in coaching and providing constructive advice is crucial for guiding team members through their professional development. Additionally, attention to detail is vital, as you will manage payroll, benefits oversight, and compliance matters. The ability to multi-task efficiently will also be key, allowing you to handle multiple HR functions while maintaining high performance standards. If you are passionate about nurturing a supportive work environment, this is the role for you. Knowledge and skills required for the position are: SHRM Certified Minimum 2 years HR Experience Personable and dynamic Comfortable coaching and providing advice Detail oriented Multi-tasker Get started with our team! If you think this job is a fit for what you are looking for, great! We're excited to meet you! IND123

Salary: Ranges between $40.00 per hour to $55.00 per hour, commensurate with experience and qualifications ABOUT ENTERPRISE MANAGEMENT: Enterprise Management, LLC. is a full-spectrum consulting and management firm specializing in back-office operations, financial infrastructure, and executive oversight for health and human services organizations. We provide strategic support to affiliated companies through contractual partnerships, optimizing operations and maintaining compliance across multiple industries including behavioral health, primary care, real estate, supportive housing, and food service. Our goal is to relieve mission-driven companies of administrative burden by overseeing financial and operational systems that allow leadership teams to focus on quality care and innovation. DISCLOSURES: The specific statements shown in each section of this are not intended to be all-inclusive. They represent typical elements and criteria considered necessary to perform the job successfully. The jobs responsibilities/tasks may be modified and/or expanded over time. Company will inform the personnel member when changes in the respective job description are made. COMPANY WEBSITE: ********************************* COMPANY PHONE NUMBER: ************** HUMAN RESOURCES PHONE NUMBER: ************** ext 10 POSITION TITLE: Chief Human Resources Officer ALTERNATE TITLE(S):Senior HR Executive, Compliance Officer (within scope) COMPANY: Enterprise Management Solutions, LLC. (in support of all customer companies under contract) DIVISION: Human Resources DEPARTMENT: n/a UNIT: n/a BENEFITS PACKAGE: Paid time off; health, dental, and vision insurance reimbursement; professional development support. WORK SCHEDULE: Tuesday Thursday, 8:00 AM 5:00 PM ACCOUNTABLE TO: Chief Executive Officer (CEO) ACCOUNTABLE FOR: Strategic oversight of human capital management, workforce compliance, HR policy, benefits administration, recruitment, and employee relations across all affiliated companies CLASSIFICATION: W-2 employee; part-time hourly COMPENSATION RANGE: Ranges between $40.00 per hour to $55.00 per hour, commensurate with experience and qualifications ANTICIPATED TRAVEL: Up to 10% of the time (interoffice and site-based meetings) SUMMARY OF POSITION RESPONSIBILITIES: The Chief Human Resources Officer (CHRO) is a key member of the executive leadership team and serves as the strategic leader responsible for developing, implementing, and managing human capital initiatives across all customer companies. The CHRO provides oversight of all HR functions including recruitment, onboarding, employee relations, performance management, professional development, compensation and benefits, HRIS systems, compliance, and workplace culture. The CHRO ensures that Enterprise Management Solutions, LLC. and its affiliates maintain compliant, people-centered, and mission-aligned HR practices while adapting to growth and regulatory changes. This role builds and leads HR strategies that align with organizational objectives and operational realities. The CHRO also oversees all ensures that Enterprise Management delivers all contracted Human Resources Consultation, Virtual HR Services, & Fractional CHRO Services to affiliated entities, as outlined at ******************************************* SCHEDULED DUTIES AND RESPONSIBILITIES: Develop and implement enterprise-wide human resources strategies, policies, and systems Oversee the full employee lifecycle including recruitment, hiring, onboarding, evaluation, retention, and separation Ensure compliance with all federal, state, and local employment laws (EEOC, FLSA, FMLA, ADA, etc.) Lead the administration and evaluation of employee benefits and wellness programs Guide the implementation and maintenance of HRIS systems and digital personnel files Build performance management frameworks including evaluations, PIPs, coaching, and documentation Maintain and update employee handbooks, HR policies, and procedures in accordance with current laws and best practices Partner with leadership and managers on organizational design, staffing strategy, and workforce planning Serve as lead point of contact for all HR audits, grievances, and employee complaints Oversee workplace investigations, corrective actions, and terminations in accordance with due process and fairness Develop initiatives to improve employee engagement, morale, and retention Track HR metrics and generate reports for leadership and board-level stakeholders Advise executive team on employee-related risk management and HR compliance strategies Collaborate with the COO and CFO on labor cost forecasting and compensation analysis Ensure delivery and quality of all Human Resources Consultation, Virtual HR Services, & Fractional CHRO Services offered by Enterprise Management (******************************************* UNSCHEDULED DUTIES AND RESPONSIBILITIES: Serve as point of contact for urgent HR-related incidents or staff escalations Provide leadership coaching to managers and support culture-building initiatives across teams Represent the company in employee-related legal or regulatory proceedings when necessary Facilitate leadership training and professional development sessions Coordinate HR elements of mergers, acquisitions, or internal realignments Maintain confidentiality in all personnel-related matters and ensure data security of all HR records CORPORATE HUMAN RESOURCES FOCUSED COMPLIANCE OFFICER DUTIES: Overview: The Corporate Compliance Officer will possess the skills and experience necessary to identify potential issues within Human Resources. The Compliance Officer is responsible for developing, implementing, and monitoring the programs, policies, and practices that ensure compliance with federal, state, local, and accreditation standards. The Compliance Officer is expected to remain up to date on laws and regulations that may affect the organization's policies and procedures. This position requires objectivity, independence from other agency departments, strong attention to detail, and familiarity with investigative protocols and formal reporting practices. Accountability: The Corporate Compliance Officer shall be accountable to the CEO and/or Board of Directors. Duties: The chief responsibilities of the Compliance Officer include planning, implementing, and monitoring the Corporate Compliance Program. This position is also responsible for coordinating internal and external compliance audit activities and ensuring consistent communication of expectations and results. The Corporate Compliance Officer will: Oversee and monitor the implementation of the Corporate Compliance Program Conduct corporate compliance risk assessments Report regularly to the CEO and/or Board of Directors on compliance program progress and assist with developing improvement plans Periodically revise and update the Compliance Program as needed Review and evaluate Standards of Conduct Statements Develop and implement a Compliance Training Plan for all staff Assist the CEO with internal compliance review and monitoring activities Investigate complaints and coordinate appropriate action plans with affected departments Develop policies and practices that encourage staff to report suspected fraud or impropriety without fear of retaliation Clearly communicate the objectives of the Compliance Program and track accomplishments Access and review records related to compliance monitoring activities and document findings Maintain a communication log for compliance-related inquiries and reports Compile reports of calls received, investigations conducted, findings made, recommendations issued, actions taken, and progress achieved Establish and communicate available reporting procedures and modes (e.g., email, online reporting tools, voice mail, suggestion box) Conduct periodic interviews with internal and external stakeholders Analyze program and service utilization patterns for irregularities Conduct unannounced mock surveys, audits, inspections, and investigations to assess staff readiness and identify areas for corrective action Reevaluate previously identified deficiencies to confirm implementation of improvements Present written compliance evaluations and reports to the Compliance Committee, CEO, and/or Board of Directors at least annually PHYSICAL DEMANDS: Prolonged periods sitting at a desk and working on a computer Occasional lifting up to 25 pounds Frequent meetings via video or phone; occasional in-person site visits WORKING CONDITIONS: On-site only Office-based, with travel between program sites as needed Cross-functional collaboration with high-level staff across all departments High-paced, deadline-driven, and strategically focused COMPETENCIES AND SKILLS: Deep knowledge of HR laws, policies, and procedures Strong leadership and interpersonal skills Exceptional problem-solving, conflict resolution, and communication skills Technologically proficient in HRIS, Microsoft 365, and HR compliance platforms Experience in building HR teams and designing HR infrastructure LEVEL OF EDUCATION / TRAINING / QUALIFICATIONS: Masters degree in Human Resources, Business Administration, Public Administration, or related field (required) HR Certification (SHRM-SCP, SPHR) strongly preferred 8+ years of progressive HR experience, with at least 5 years in a senior leadership role Experience supporting diverse workforces and multi-site operations Strong track record of compliance, employee engagement, and HR system implementation