Human resources manager jobs in Lawrence, MA - 469 jobs

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

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

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

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

Explore the Possibilities and Advance with Us. You can view all open jobs by clicking here or use the following search form to find jobs that suit your specific career interests. When you join the UMass Chan Medical School team, you join us in advancing together to improve the health and well‑being of our diverse communities throughout Massachusetts and across the US and the world. Together, we lead in education, research, health care delivery, and public service. Your life's work is more than a career. It's an expression of your passion, intellect, skill, and drive. UMass Chan's commitment to excellence, innovation, competitive benefits, and work‑life integration will allow you to build a professionally rewarding career as we work together to better or improve the health of people around the globe. Deputy Executive Vice Chancellor, Chief Human Resources Officer Job Number: 2025-47799 Category: Executive Location: Worcester, MA Shift: Day Exempt/Non-Exempt: Exempt Business Unit: UMass Chan Medical School Department: School - HR-Administration - W860000 Job Type: Full-Time Union Code: Non Union Position -W60- Non Unit Professional Num. Openings: 1 Post Date: Feb. 19, 2025 Position Summary The Deputy Executive Vice Chancellor, Chief Human Resources Officer (CHRO) is responsible for developing and executing the UMass Chan human resources strategy and operations in support of the UMass Chan mission, business plan and strategic direction of the organization. The CHRO will focus on building an entrepreneurial and innovative organizational culture that is aligned with the campus mission and strategic plan; that emphasizes organizational learning; and is characterized by an agile, service‑oriented, diverse, collaborative, high performing, professionally competent, engaged and accountable workforce. The CHRO will articulate UMass Chan human capital needs and plans to the executive leadership team and will have full operational responsibility for overseeing the day‑to‑day aspects of a best‑in‑class HR organization. As a member of the senior management team, the CHRO will also contribute to the development of the UMass Chan overall strategic, operational and financial goals. Essential Functions Develop and deploy people strategies, program and policies that position UMass Chan as an employer of choice, recognized for attracting, developing and retaining talent. Determine the planning, framework and execution to support the people strategy by using a deep working knowledge of the general areas of HR including talent acquisition and management; compensation, benefits and total rewards; diversity and inclusion; leadership and professional development; change management; employee engagement; labor and employee relations; organizational development; performance management; HR communications; leave management, HR compliance and risk; HRIS; succession planning; EAP and HR policy development and interpretation. Design and implement programs to support UMass Chan talent management efforts aimed at ensuring the UMass Chan workforce is representative of the diversity of our surrounding cities and towns. Serve as a thought leader and trusted advisor to the executive team members to lead continuous and sustainable transformation across the organization. Function as a strategic business advisor to senior management of each UMass Chan business unit regarding key organizational and management issues. Develop comprehensive strategic organizational development, talent management, recruiting and retention plans to meet the human capital needs and strategic goals of UMass Chan. Develop and implement compensation philosophies, policies and structures for non-faculty roles; ensure roles are priced to the market and adjust job classification and pay schedules accordingly; manage internal equity, oversee development, administration and adherence to a MEPA and MPTA‑compliant classification and compensation program. Develop internal career management tools for non-faculty employees, such as Individual Development Plan (IDPs) to facilitate personal career and professional development goals. Work with the executive leadership, as needed, to establish sound management succession plans that support the strategy and objectives of UMass Chan. Provide overall leadership and guidance to the HR function, consisting of approximately 57 staff. Oversee HR staff career development, succession planning, retention, training, leadership development, etc. Oversee the development and monitoring of annual budgets for HR units with a focus on improving efficiency and reducing costs. In collaboration with the DIO, develop learning and training programs to educate UMass Chan community members about the importance of diversity and inclusion and work to foster a diverse and inclusive work environment by developing management and staff D&I competencies. Manage HR risks, and ensure that all HR programs and practices are in strict compliance with federal, state and local laws and all other applicable guidelines, rules, and regulations. Coordinate and administer the UMass Chan performance management system for all non-faculty employees; coordinate annual performance/salary reviews according to budget and procedures. Compile data‑based research for strategic workforce analysis purposes. Analyze data, drawing logical conclusions and making recommendations to UMass Chan executive leadership. Provide accurate, professional and legally sound advice, guidance and information to managers and employees on a variety of employee relations issues. Participate as a key member of the UMass cross‑campus HR Administration Council , Better Together Steering Committee, and other cross‑campus leadership teams, representing the unique needs of UMass Chan. Required Qualifications A minimum of 15 years strategic human resources experience with at least 10 years with a combination of experience as Executive/Chief Human Resources executive or second‑in‑command in a multi‑site, complex academic enterprise. MA/MS in human resources is required or equivalent experience. Must be an accomplished and inspirational HR leader with a proven track record of developing and implementing a people strategy with experience in talent acquisition and talent management; compensation, benefits and total rewards; diversity and inclusion; leadership and professional development; change management; employee engagement; labor and employee relations; organizational development; performance management; HR compliance, risk and regulatory requirements; HRIS and HR policy development and interpretation. A commitment to service excellence, a track record of improving HR service delivery and operational excellence, managing a customer focused human resources team and an expertise at leading HR transformation. A visionary leaders who will continue the development of an HR organization with a strong customer service, collaboration and problem‑solving orientation with respect to all areas managed, employing a “yes, and” approach to leadership by the CHRO and the HR team. A commitment to and record of fostering a culture of diversity and inclusion, openness and accountability. Successful development of HR staff and teams; proactive in identifying strategic and organizational issues and a history of positive employee and labor relations experience. Personal and professional values consistent with UMass Chan values and mission. Excellent listener and communicator with demonstrated track record in fostering collaboration and building consensus to achieve collective objectives. A personal style that emphasizes openness, participation, visibility, and responsiveness. Ability to convey the organizations enthusiasm, confidence, goals, and mission, and to inspire same in others. A systems thinker who is able to “connect the dots” quickly and implement initiatives across multiple units. Proven creative problem‑solving skills with the willingness to take the initiative in leading and managing changes; able to execute. A self‑motivated, hard worker who holds people accountable but also encourages creativity and a safe, free exchange of new ideas. Empowers others, maintains a sense of humility, and enjoys giving credit to others. An appropriate risk taker who is action/results oriented. Able to make tough choices that serve the best interests of UMass Chan. Proven creative problem‑solving skills with the willingness to take the initiative in leading change as well as the ability to effectively manage change. Hands‑on approach and reputation for follow through. Is adaptive, decisive and intuitive. Open and accessible personal style; is calm and thoughtful and encourages input and ideas from others. A consensus builder with superb facilitation skills, a team player who is collaborative and collegial, and a person of the highest level of integrity. Proven ability to develop strong and enduring relationships and engage, challenge and mentor others. One who can be an effective, persuasive advocate for human resources. Inquiries, nominations and applications are invited. Please direct all application materials to Steve Davis or Kim Smith via the WittKieffer Candidate Portal ********************************************* Posting Disclaimer This job posting outlines the primary responsibilities and qualifications for the role but is not intended to be an exhaustive list. Duties and expectations may evolve in response to the needs of the department and the broader institution. In alignment with our commitment to pay transparency, the base salary range for this position is listed above (exclusive of benefits and retirement). At UMass Chan Medical School, final base salary offers are determined based on a combination of factors, including your skills, education, and relevant experience. We also consider internal equity to ensure fair and consistent compensation across our teams. Please note that the range provided reflects the full base salary range for this position. Offers are typically made within the midrange to allow for future growth and development within the role. In addition to base pay, UMass Chan offers a comprehensive Total Rewards package, which includes paid time off, medical, dental, and vision coverage, and participation in a 401(a)-retirement plan, with the option to contribute to a voluntary 403(b) plan. UMass Chan welcomes all qualified applicants and complies with all state and federal anti-discrimination laws. #J-18808-Ljbffr

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

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

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

EXPERIENCE: At least seven years' related experience required. Experience must include working with organizational development for a large organization and/or functional business unit. Previous experience in a Hospital setting is a plus. Previous experience working with represented populations and multiple bargaining agreements required. KNOWLEDGE AND SKILLS: Knowledge of relevant employment laws, basic understanding of labor relations and broad knowledge of all functional areas across HR. Strong organizational, project management and change management skills required. Ability to work effectively with and influence all levels of management and to communicate effectively with individuals from different cultures, socioeconomic and educational backgrounds. Excellent critical thinking skills, ability to diagnose problems, resolve conflict, and develop practical solutions. Strong level of proficiency with Microsoft Office applications (i.e. MS PowerPoint, Word, Excel, Visio, Outlook) and web browsers. Demonstrated ability to analyze and interpret complex datasets using Microsoft Excel, including advanced functions such as pivot tables, VLOOKUPs, conditional formatting, and charting. Ability to generate and make formal presentations on a variety of work-related topics on a regular basis required. EDUCATION: Bachelor's degree in Human Resources Management, Organizational Development or related field required. Master's degree preferred

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

Vaxess is developing a pipeline of next-generation therapeutics on our novel micro-array patch platform. With only five minutes of wear-time on the skin, the Vaxess' patch combines room temperature stability with simplified application to dramatically alter the way that drugs are delivered. Vaxess is committed to enabling products that are not only more effective, but also more accessible to patients around the world. The Role: The Human Resources Associate will play a key role in supporting HR operations and fostering employee engagement through effective coordination and organization. This position combines administrative excellence, attention to detail, and strong interpersonal skills to ensure seamless HR processes and successful company events. Responsibilities: Post job descriptions on sourcing platforms, screen applicants, conduct phone interviews, and schedule interviews. Support new hire onboarding, orientation, and ensure accurate completion of all required documentation. Maintain and update employee records, HR databases, and personnel files with accuracy and confidentiality. Respond to employee inquiries regarding HR policies, procedures, benefits, and other HR-related matters. Assist with HR reporting, compliance documentation, and special HR projects. Prepare and distribute HR communications, forms, and orientation materials. Utilize recruiting tools and analytics to track hiring progress, generate insights, and enhance recruitment efficiency. Manage employee timecards and timetracking, ensuring timely and accurate entry and reconciliation. Support offboarding processes, including conducting exit interviews and managing related documentation. Plan, organize, and coordinate corporate events from concept to completion, including venue selection, catering, decor, and logistics. Oversee event budgets, track expenses, and support financial reconciliation. Collaborate with Operations and other departments to support ongoing business needs and initiatives. Qualifications: 2+ years of professional experience in Human Resources. Associate's or Bachelor's degree in Human Resources, Business Administration, or a related field required. Excellent verbal and written communication skills with the ability to build strong relationships. Self-motivated, proactive, and results-driven with strong organizational skills. Professional and tactful problem-solving skills when addressing challenges or objections. Able to work independently as well as collaboratively in a team environment. At Vaxess, we're bringing together exceptional talent to drive our product development forward. We value collaboration, curiosity, and a dynamic work environment. To apply, please submit your CV/resume to ****************** .

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

About Tufts Medical Center Tufts Medical Center is a world-renowned academic medical center that has been providing exceptional care across New England for over two centuries. Our clinicians are dedicated to delivering innovative, patient-centered care every day, from our primary care to our Level I Trauma Center to our leading heart transplant program and over 100 specialties and services. We are also the principal teaching hospital for Tufts University School of Medicine and a leading research institution that conducts game-changing medical and health policy research. Location: Onsite at Tufts Medical Center Boston, MA Job Overview The Vice President (VP) of Human Resources (HR) Academic Medical Center will serve as the senior-most HR executive on-site at Tufts Medical Center (TMC), reporting directly to the Corporate CHRO of Tufts Medicine with a matrixed reporting to the TMC President. As the strategic HR leader for the site, the VP will oversee a high-impact team and manage core HR functions including the HR Business Partner (HRBP) team. This role also holds matrixed oversight of the local Employee and Labor Relations (ER/LR) to ensure close coordination and alignment with the HR COE leaders. The VP will serve as a key member of the Tufts Medical Center executive leadership team and will play a critical role in shaping and executing the HR strategy in alignment with both site-specific and system-wide goals. The VP will ensure cohesive collaboration across all HR functions, driving consistency, excellence, and a people-first culture across the site. Job Description Minimum Qualifications: 1. Master's degree in Human Resources, Organizational Development, Business Administration, or a related field. 2. Ten (10) years of progressive HR leadership experience, including five (5) years in a senior HR role within healthcare, academic, or similarly complex environments. 3. Experience with large-scale transformation, including cultural change, mergers and acquisitions or system integration with a focus on building a positive, engaged workplace culture. Preferred Qualifications: 1. Fifteen (15) years of progressive HR leadership experience, including seven (7) years in a senior HR role within healthcare, academic, or similarly complex environments. 2. Human resources professional certifications (e.g., SHRM-SCP, SPHR) strongly preferred. Duties and Responsibilities: The duties and responsibilities listed below are intended to describe the general nature of work and are not intended to be an all-inclusive list. Other duties and responsibilities may be assigned. 1. Provides executive HR leadership, strategic direction, and day-to-day oversight of site-specific HR operations. 2. Acts as a trusted advisor to the Tufts Medical Center President and senior leadership team on all human capital matters, contributing to organizational planning and strategic execution. 3. Leads and manages the HRBP team, ensuring alignment of HR strategy with operational and clinical goals at the site. 4. Responsible for successfully onboarding and assimilating senior leaders into complex organizations, including providing strategic guidance on culture, stakeholder relationships, and team integration. 5. Provides matrixed oversight of the local Employee & Labor Relations and Leave Administration functions, ensuring best practices, legal compliance, and consistency across the site. 6. Drives collaboration and matrixed alignment with Corporate HR COEs (Talent Management, Talent Acquisition, Compensation, Benefits, etc.) to execute integrated, best-in-class HR solutions. 7. Builds strong working relationships with other Tufts Medicine site executives and COEs to promote a consistent, high-performing organizational culture across the system. 8. Champions engagement and belonging initiatives in partnership with HR partners. 9. Fosters talent development and succession planning at the site, in coordination with the Talent Management COE. 10. Partners with the Talent Acquisition COE to support local workforce planning and recruitment efforts. 11. Uses workforce analytics and data to inform strategic decisions, measure HR effectiveness, and drive continuous improvement. 12. Maintains strong knowledge of applicable federal, state, and local laws, as well as collective bargaining agreements, and ensure compliance in all aspects of HR. 13. Acts as a key leader in change management initiatives, including restructuring, integration, and cultural transformation efforts. 14. Models and promotes the values of Tufts Medicine, reinforcing a culture of respect, accountability, and excellence. Physical Requirements: 1. Professional office environment with typical office requirements such as computers, phones, photocopiers, filing cabinets, etc. 2. This is largely a sedentary role, which involves sitting most of the time, but may involve movements such as walking, standing, reaching, ascending / descending stairs and operating office equipment. 3. Frequently required to speak, hear, communicate, and exchange information. 4. Able to see and read computer displays, read fine print, and/or normal type size print and distinguish letters, numbers, and symbols. 5. Occasionally lift and/or move up to 25 pounds. Skills & Abilities: 1. Executive presence with strong interpersonal, communication, and relationship-building skills. 2. Experience successfully onboarding and assimilating senior leaders into complex organizations, including providing strategic guidance on culture, stakeholder relationships, and team integration. 3. Experience working in unionized environments, with an understanding of the dynamics of labor relations and collaboration with represented employees. 4. Proven ability to manage HR operations in complex, matrixed organizations. 5. Collaborative leadership style with demonstrated success working across corporate and site teams. 6. Strategic thinker with a data-informed approach to solving organizational challenges. 7. Strong business acumen with the ability to connect HR strategy to operational success. 8. Adept at managing through ambiguity, complexity, and organizational change. 9. Experience driving engagement, belonging, and leadership development initiatives. 10. Commitment to service excellence and continuous improvement in the employee experience. Job Profile Summary This role focuses on supporting the design, development, and implementation of human resource programs and policies, including recruitment, training and development, compensation and benefits, mobility, talent acquisition, diversity, talent management & organization development and employee/labor relations. In addition, this role focuses on performing the following Human Resources Leadership duties: Controls, directs, and participates in the activities of the organization through a hierarchy of managers and supervisors. Responsibilities also include long-term strategic planning, determining the policies of the organization, and allocating its resources and making decisions regarding organization growth and diversification to accomplish entity's vision. An executive role that provides strategic vision and/or tactical/strategic direction across multiple teams with the majority of time spent on overseeing area of responsibility and directing the responsibilities of employees. Goal achievement is typically accomplished through performance of direct and/or indirect reports. An entity sub-function head role accountable to establish and implement strategies that have short to mid-term (1-3 years) impact on business results in alignment with function objectives. Leads multiple teams of directors/senior managers and managers and develops short to mid-term (1-3 years) plans for optimizing the function or sub-function and the talent required to execute strategies in job area. The salary range for this position is $275,000 to $350,000 annually. Actual compensation will be determined during the selection process and is based on a variety of factors, including but not limited to relevant experience, education, and internal equity. This leadership role also includes eligibility for our executive incentive plan, providing an additional performance-based compensation opportunity. Award opportunities are calculated as a percentage of your base salary and are paid out based on the achievement of approved goals and Tufts Medicine's overall performance. Beyond base pay, Tufts Medicine provides a comprehensive Total Rewards package that supports your health, financial security, and career growth-one of the many ways we invest in you so you can thrive both at work and outside of it. At Tufts Medicine, we view this investment not merely as compensation, but as recognition of the significant impact you will have as a leader in shaping our future.

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

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

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

The Human Resources Director serves as a dedicated partner for the Leadership team and supports the delivery of strategic and tactical HR services and solutions that help the business deliver on the strategic growth plans, including talent management, organizational structure, performance management, processes, and culture. This key position reports to the CEO and participates in leadership decisions across the entire business to meet business objectives. The position is located near Leominster, MA Essential Functions: Experience partnering with leadership in building out the organization and operations as they continue to grow while at the same time assisting associates navigate growth. Experience aligning talent and organization approaches and resources to support business strategy and real-time developments (e.g., acquisitions; service launches; organizational changes). Experience assessing organizational capability to achieve business goals and designing and delivering targeted solutions to address gaps and upskill team performance and morale. Experience developing and driving change management initiatives; anticipate risks and opportunities to the business. Experience providing proactive HR support across all aspects of the employee lifecycle through appropriate coaching and development feedback of leaders and employees. Experience identifying and developing HR programs, processes, and systems such as succession planning, learning and development, compensations, employee relations, incentive programs, workforce planning, and more. Experience defining, establishing, and tracking success measures to understand the effectiveness of department-related key performance indicator initiatives and programs. Experience implementing competitive recruiting and hiring processes to attract and retain top talent. Experience utilizing past experience, current information, and input from key constituents to identify trends and diagnose organizational and training effectiveness. Requirements: Bachelor's Degree in Human Resources, Organizational Development or related. Minimum of 15 years of progressive human resources with business partner focus, 5+ years experience in management/leadership roles with a strategic and tactical execution approach, and ability to perform the essential functions. A record of success in driving human resources policies and practices to achieve positive organizational change that enhances profitability and revenue growth. Demonstrated HR acumen with strong analytical, decision making and problem-solving skills. M&A experience, integration. The compensation package includes a competitive base salary and incentive compensation. Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, or any other characteristic protected by law.

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

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