Human resources manager jobs in Middletown, NJ - 859 jobs

ABOUT US Thom Browne is widely recognized for challenging and modernizing today's uniform: the suit. By questioning traditional proportions, Browne's designs consistently convey a true American sensibility rooted in quality craftsmanship and precise tailoring. We pride ourselves on our core values of respect and collaboration, challenging ourselves to express creativity and continuously innovate. We attract ambitious individuals who operate in unique ways while upholding exceptional craftsmanship and excellence. THE ROLE The Vice President of Global Human Resources for Thom Browne will provide long-term strategic leadership and vision to shape the company's people strategy and organizational capability across all regions. This role will serve as a trusted advisor and strategic partner to the CEO and executive leadership team, driving policies, programs, and practices that attract, develop, engage, and retain exceptional talent globally. Reporting directly to the CEO, the VP of HR will lead a global HR organization and oversee key partnerships with external payroll providers, professional employer organizations, and legal counsel. Talent Management: Partner with senior leadership to shape talent and leadership strategy across hiring, onboarding, and leadership development Build and govern succession planning and leadership pipeline frameworks to ensure long-term continuity across critical roles and markets Advise and coach leaders on performance leadership, development planning, feedback, and stretch opportunities to accelerate growth and engagement Lead global leadership and management development initiatives in partnership with executive coaches and external providers Coach managers on effective goal setting and routinely audit employee goals to ensure clarity, accountability, and alignment with performance expectations Lead and oversee the Performance Improvement Plan (PIP) process, ensuring consistency, fairness, and timely resolution across the organization Talent Acquisition & Employer Branding: Shape and evolve global talent acquisition strategy to build enduring pipelines of high-potential and high-performing talent aligned with the company's long-term vision Provide leadership oversight for executive and critical hiring, partnering with senior leaders on succession planning and strategic workforce priorities Partner closely with leaders to define role success profiles and assess leadership capability, cultural alignment, and long-term potential Set global standards for interviewing and assessment excellence, coaching leaders to make thoughtful, inclusive, and high-impact hiring decisions Establish accountability for onboarding and leadership integration to drive engagement, performance, and retention over time Lead employer branding and strategic academic and institutional partnerships to strengthen the organization's talent brand and future leadership pipelines Company Culture & Employee Relations: Build trusted relationships across the organization and Group functions to foster an engaging, collaborative, and high-performing working environment Act as a steward of the Thom Browne culture and values, ensuring consistent alignment, communication, and ethical standards across the global organization Champion a high-performance, inclusive, and creative culture that reflects the brand's vision and elevates the employee experience Maintain senior relationships with international offices across Europe and Asia, serving as a primary HR partner for PEO providers, employment counsel, and immigration advisors Oversee global employee relations and compliance to ensure alignment with all applicable labor laws, regulations, and company standards Partner with Legal and Finance to shape and govern company-wide HR policies that support business growth and operational excellence Advance diversity, equity, and inclusion initiatives that strengthen fairness, belonging, and representation across the organization Lead engagement and retention strategies, leveraging data and insights to sustain high performance and reduce turnover Compensation & Benefits: Lead global compensation and benefits strategy, ensuring market competitiveness, internal equity, and alignment with business and talent priorities Design and govern total rewards and incentive frameworks to attract and retain critical talent while reinforcing performance and leadership accountability Oversee enterprise-wide pay equity and compensation governance across functions, levels, and geographies Partner with business leaders to align bonus and incentive programs with financial performance, leadership effectiveness, and collaboration Provide executive oversight of benefits administration and open enrollment in partnership with PEO providers Ensure full alignment with Zegna Group compensation, benefits, and governance policies Oversee workforce planning, headcount governance, and ESG people reporting Own HR controls and ICFR compliance within the people function, ensuring strong documentation, risk management, and audit readiness THE IDEAL CANDIDATE 12-15 years of progressive HR leadership experience, including senior-level and global leadership roles within complex, international organizations; experience within luxury, fashion, retail, or creative global environments strongly preferred Bachelor's degree required; advanced degree in Human Resources, Business Administration, Organizational Development, or a related field strongly preferred Trusted executive communicator with the ability to build strong partnerships across creative, commercial, and corporate leadership teams globally Agile, strategic, and hands-on leader with exceptional judgment, resourcefulness, and follow-through in dynamic, entrepreneurial luxury environments Strong expertise in governance, internal controls, and regulatory frameworks, including SOX and Group-level compliance Proven experience building and leading high-performing global HR teams and driving enterprise people strategies across multiple regions Strong business and financial acumen, with the ability to partner closely with Finance, Legal, and executive leadership on workforce strategy and risk management Comfort operating in a highly visible role, serving as a trusted advisor to the executive leadership team Willingness and ability to travel locally and internationally approximately 30%, supporting global offices and key leadership stakeholders across North America, EMEA, and APAC WHAT WE OFFER YOU Competitive compensation. Salary Range is $250,000 - $275,000 + target bonus. Please note that compensation will be offered based on relevant skills and experience Thom Browne Classic Uniform Comprehensive benefits package and 401(k) company match Hybrid work schedule Diverse and inclusive working environment

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

About us US Elogistics Service Corp is a leading e-commerce fulfillment service provider that offers comprehensive, high-standard, and customized supply chain solutions, especially on warehouse services and cargo transportation. Currently, there are over 4,000 active customers and operates using our fulfillment service over 30 fulfillment centers. We keep improving the construction of warehouse automation and distribution systems to accommodate the future expansion of our clients' cross-border e-commerce business Responsibilities: Develop, lead and secure optimal HR support structure based on the overall development planning of the company; ensure employees are informed, engaged and proficient in the use of tools, systems, processes and policies Oversees the implementation and execution of company policies and SOPs; Talent management for key contributor and management positions, training and development programs employee knowledge and capability Evaluate, recommend and manage 3rd party recruitment outsourcing vendors as needed to fulfill talent acquisition needs. Liaison with department heads to lead and drive the execution of performance management processes. Manage employee relations related matters, including work injuries, workers compensation, employee complaints and conflict resolutions. Audit HR operation costs and control HR budget. Act as a strategic partner to work with Department Heads to build talent and develop people to achieve the company success strategically. Qualifications and Requirements Bachelor degree or above, administrative management and HRM related majors preferred; Minimum 5 years of operation management and HR management experience； Proficiency in basic office software； Communication & coordination skills, strong leadership & judgment decision-making abilities; strong planning and execution skills; Proficiency in Mandarin and English reading, writing and speaking.

A public university in New Jersey is seeking a Director of Labor Relations to lead its labor relations efforts and oversee the administration of collective bargaining agreements. The successful candidate will provide guidance on labor contract issues and work closely with university leadership and HR. They should have at least 5 years of experience in labor relations, strong analytical skills, and the ability to manage complex negotiations. The position offers a salary range of $145,000 to $170,000 annually along with comprehensive benefits. #J-18808-Ljbffr

A major educational institution in New York is seeking an experienced Assistant Vice President for Human Resources. This leadership role involves directing HR strategy, ensuring compliance with laws, and managing various HR programs. The ideal candidate will have extensive HR experience in higher education settings, advanced knowledge of HRIS, and a strong commitment to diversity and inclusion. Competitive salary of $160,000 - $180,000 plus comprehensive benefits are offered, making this a rewarding opportunity to lead HR initiatives in a diverse academic environment. #J-18808-Ljbffr

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

Excellence Community Schools (ECS) is a K-8 Charter Management Organization (CMO) serving communities in the Bronx, NY, and Stamford, CT. Our approach is built on a nationally recognized model that began with our flagship school, the Bronx Charter School for Excellence, a proud recipient of the National Blue Ribbon Schools Award. Our schools prepare young scholars to compete for admission to and succeed in top public, private, and parochial high schools by cultivating their intellectual, artistic, social, emotional, and ethical development. We accomplish this by offering a challenging and rigorous academic curriculum, which at the earliest grades have an eye towards college preparation. To achieve this, our schools create a supportive and caring environment that at all times has high expectations of all students. Our commitment extends beyond academics, ensuring each scholar has the guidance and support to thrive in whatever they aspire to achieve in the world. We offer a supportive learning environment that seeks to develop high-level analytical and critical thinking skills in all of our students. Our engaging and rigorous approach is implemented by a collaborative team of teachers. Position Overview The Chief Talent & Human Resources Officer (CTHRO) is a senior executive responsible for architecting and stewarding ECS's enterprise-wide people strategy in direct service of student achievement, instructional excellence, and long-term organizational sustainability. As a core member of the Executive Team, the CTHRO ensures that talent, culture, leadership, and people systems are intentionally designed, aligned, and continuously improved to support ECS's mission and growth. This role moves beyond operational HR leadership to owning outcomes, building scalable systems, advising the Co-CEO and Board, and ensuring ECS has the leadership capacity and workforce stability required to deliver exceptional results. Impact of the Role The Chief Talent & Human Resources Officer ensures Excellence Community Schools has leadership, workforce stability, and people systems required to deliver exceptional outcomes for students, today and as the network grows. This role directly influences instructional quality, organizational resilience, and ECS's ability to scale with excellence. Key Responsibilities Strategic People Leadership & Governance Serve as a principal advisor to the Co-CEO and Executive Team on all matters related to talent, workforce strategy, organizational design, and people investment decisions. Translate ECS's academic vision and growth strategy into a cohesive, long-term people strategy that ensures the right talent is in place at every level of the organization. Lead enterprise-wide change management efforts related to organizational growth, restructuring, performance expectations, or shifts in instructional and operational priorities. Partner with the Board and senior leadership on succession planning, leadership continuity, and risk mitigation related to talent and workforce capacity. Set and own the enterprise talent acquisition vision to ensure ECS consistently attracts, selects, and retains exceptional educators, school leaders, and network staff aligned to ECS's instructional model and values. Establish and scale long-term, sustainable talent pipelines through strategic partnerships (universities, certification programs, residencies, and internal leadership pathways) to meet current and future staffing demands. Ensure hiring systems and selection practices advance ECS's commitments to diversity, equity, inclusion, and excellence, using data to monitor outcomes and drive continuous improvement. Oversee onboarding and early-tenure talent strategies that accelerate effectiveness, strengthen engagement, and improve long-term retention across schools and network teams. Use labor market insights, workforce analytics, and vacancy risk data to inform proactive staffing strategies and support network stability and growth. Design and steward ECS's enterprise performance management philosophy and systems, ensuring alignment with instructional rigor, accountability, and professional growth expectations. Partner with Academic Leadership to ensure educator effectiveness frameworks, coaching models, and leadership development pathways are cohesive and mutually reinforcing. Own succession planning for school leaders and key network roles, building internal pipelines that reduce reliance on external hiring for critical leadership positions. Ensure managers and leaders across the organization are equipped to lead people effectively through training, tools, and clear expectations. Culture, Employee Experience & Engagement Champion and model high-expectations, mission-driven culture that balances excellence, accountability, and staff sustainability. Set the vision for employee experience across the full lifecycle, from recruitment through advancement and exit. Oversee employee relations strategy, ensuring consistent, fair, and values-aligned approaches to conflict resolution, investigations, and performance management. Use engagement data, retention trends, and feedback loops to proactively address risks to morale, performance, and organizational health. Compensation, Benefits & Total Rewards Strategy Set ECS's total rewards philosophy to ensure compensation and benefits are competitive, equitable, and aligned with budget realities and talent priorities. Partner with CFO and the CEO on workforce cost modeling, salary planning, and long-term financial sustainability. Ensure internal equity and compliance while positioning ECS as an employer of choice within competitive education labor markets. Evaluate and evolve benefits offerings to support recruitment, retention, and staff well-being. Serve as the organization's senior authority on employment law, HR compliance, and workforce risk management. Ensure ECS policies, practices, and systems comply with all federal, state, and local regulations across operating regions. Anticipate and mitigate organizational risk related to employee relations, investigations, performance management, and labor matters. Advise executive leadership on sensitive personnel matters with sound judgment, discretion, and consistency. HR Operations, Systems & Analytics Provide executive oversight of HR operations, ensuring systems, processes, and structures support school leaders and minimize administrative burden. Leverage people data and analytics to inform executive decision-making related to hiring efficiency, retention, performance, diversity, and workforce planning. Ensure HR technology, reporting, and infrastructure scale effectively with organizational growth. Hold the Talent & HR function accountable for service quality, responsiveness, and strategic impact. Build, lead, and retain a high-performing Talent & Human Resources leadership team. Set clear expectations for strategic thinking, execution excellence, and cross-functional partnership. Serve as a trusted partner to Principals, school leaders, and Network leaders, balancing support with accountability. Model ECS's leadership values and decision-making standards in all interactions. Qualifications Bachelor's degree required; Master's degree in Education, Human Resources, Organizational Leadership, or related field preferred. 10+ years of progressive experience in Talent Management and Human Resources, with senior leadership experience. Demonstrated success leading talent strategy in K-12 education, charter networks, or mission-driven organizations. Deep understanding of educator recruitment, retention, and performance systems. Strong knowledge of employment law, HR compliance, and best practices in New York and/or Connecticut. Exceptional leadership presence, judgment, and ability to influence across schools and network teams. Compensation and Benefits Salary range:$225,000 - $250,000,commensurate with experience and qualifications. Health Benefits:Medical, dental, and vision insurance. Leave:Paid time off, paid sick leave, parental leave, and FMLA. Additional Benefits:Short-term and long-term disability coverage, life insurance, and $5,000 annual tuition reimbursement. #J-18808-Ljbffr

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

HR Business Partner - Elizabeth, NJ Here's the deal: We need a hands‑on HR pro who can align people strategy with day‑to‑day operations at a high‑volume port terminal. You'll partner with leaders and frontline teams to drive safety, performance, and a culture where people can do their best work-every shift. The impact you'll make Be the strategic HR engine: Translate business goals into people plans. Track workforce data (succession, DEI metrics) and recommend practical improvements. Own employee relations & compliance: First stop for ER issues-harassment, wage/hour, LOA, injuries, investigations, discipline, onboarding, attendance, and terminations. Coach managers and keep us square with federal/state requirements. Level up talent & engagement: Guide performance and development, run workshops/training, and lead local rollout of programs like Annual Salary Review, MPACT, and Employee Engagement Surveys. Recruit & onboard the right people: Partner with TA on branding and hiring strategies. Streamline onboarding, manage Global Mobility cases, and build early‑career pipelines that stick. Close the loop: Conduct exit interviews, analyze trends, and feed insights back into continuous improvement. Keep the HR engine clean: Maintain data integrity in Workday, support reporting, and run targeted audits. What you bring Bachelor's in HR, Business, or related field 3-5 years max in HR (generalist/HRBP or similar) Solid grasp of U.S. employment laws Experience in a matrixed environment strongly preferred PHR/SHRM preferred Excel chops (VLOOKUP, PivotTables, data analysis) Who thrives here Assertive communicator. Trusted advisor. Quick decision‑maker. Independent operator who brings positive energy, fresh ideas, and a bias for action. If you're the person who sees the issue, rallies the team, and fixes the process-don't sleep on this. The client provides medical, dental, company paid holidays and 15 days of PTO Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to ******************************************* The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable: • The California Fair Chance Act • Los Angeles City Fair Chance Ordinance • Los Angeles County Fair Chance Ordinance for Employers • San Francisco Fair Chance Ordinance

A growing organization is seeking a hands-on Human Resources Generalist to serve as the primary HR resource and support all aspects of people operations. This is a standalone, highly visible role for someone who enjoys building structure, supporting employees, and partnering closely with leadership in an onsite environment. Core Responsibilities: Act as the primary point of contact for employee questions, HR guidance, and day-to-day people matters Manage employee records, HR documentation, and HRIS accuracy Support payroll, time & attendance, and benefits administration, serving as a liaison with external providers Own full-cycle recruiting, including job postings, interviews, offers, and onboarding coordination Support employee relations matters, including performance issues, coaching conversations, and exits Assist with policy development, handbook updates, and HR compliance initiatives Identify opportunities to improve HR processes and implement scalable solutions as the organization grows Qualifications: 5+ years of HR experience Bachelor's degree preferred PHR or SHRM certification is a plus Strong working knowledge of HR operations, benefits, recruiting, and employee relations Comfortable working onsite on Long Island, 5 days per week Organized, proactive, and comfortable operating independently 📩 Interested? Apply now or email your resume directly to start a conversation! ******************* Hoxton Circle is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

We've partnered with a global leader in live entertainment and venue services that is seeking an experienced Labor & Employment Counsel to join their legal team. This organization operates across multiple jurisdictions and supports large-scale events, hospitality, and commercial services. The role will focus on labor relations, workforce strategy, and compliance for a dynamic, fast-paced business environment. The position has flexibility to be based out of New York or California Responsibilities Lead union strategy and collective bargaining negotiations, including contract administration, grievances, and arbitrations. Manage relationships with unions, works councils, and labor authorities across multiple jurisdictions. Advise on workforce planning, restructuring, onboarding/offboarding, and contingent workforce models. Support M&A due diligence and integration, including labor risk assessments and compliance planning. Design and deliver training programs for managers and HR teams on labor topics and investigations. Partner with operations on event staffing models, scheduling, and compliance for seasonal or temporary workers. Review labor-related terms in vendor and client agreements and ensure compliance with applicable laws. Track KPIs, prepare leadership reports, and oversee governance processes for labor matters. Requirements J.D. and active bar membership; 7+ years of labor law experience in law firm and/or in-house roles. Proven experience in union negotiations, collective bargaining, and agency practice. Multi-state and international exposure; experience in hospitality, sports, or live events preferred. Strong negotiation, investigations, and litigation management skills. Excellent judgment, communication, and ability to operate in a fast-paced, high-volume environment.

Job Title: Human Resources Specialist Pay Rate: $30.00/Hr. on W2 Duration: 06 Months, potential extensions Intelliswift Software Inc. conceptualizes, builds, and supports the world's most amazing technology products and solutions. Our team of rich experts from diverse backgrounds contributes to making Intelliswift one of the most reliable partners in IT and Talent solutions. We specialize in delivering world-class Digital Product Engineering, Data Management and Analytics, and Staffing Solutions services to Fortune companies, SMBs, ISVs, and fast-growing startups. We're looking for experienced HR Advisors/People Specialists to join our global People team. This role supports employees and managers across the US, EMEA, and APAC, delivering high‑quality HR advisory, employee relations support, and lifecycle management. What You'll Do: Provide HR advisory support across the full employee lifecycle Partner with People Ops, HRBPs, and COEs globally Manage complex ER cases Drive process improvements using HR data & insights Support and enhance Workday/ServiceNow workflows Ensure accuracy and compliance across all people processes What We're Looking For: 4+ years in HR advisory or HRBP roles (large/matrixed orgs preferred) Strong ER experience (performance, absence, grievance, conduct) Knowledge of US employment law Experience with Workday or ServiceNow Excellent communication & stakeholder management skills High attention to detail and data accuracy Ability to work confidently with senior leaders Equal Employment Opportunity Statement Intelliswift celebrates a diverse and inclusive workforce. We offer equal employment opportunities to all applicants and employees. All qualified applicants will be considered regardless of race, color, sex, gender identity, gender expressions, religion, age, national origin or ancestry, citizenship, physical or mental disability, medical condition, family care status, marital status, domestic partner status, sexual orientation, genetic information, military or veteran status, or any other protected basis under the law. Americans with Disabilities Act (ADA) If you require a reasonable accommodation in completing this application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please contact Intelliswift Human Resources Department Other Employment Statements Intelliswift participates in the E-Verify program. Learn More For information on Intelliswift Software, Inc., visit our website at ********************

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

MFG is hiring an experienced Vice President of Human Resources with strong background in the hospitality industry. Reporting to the COO, the Vice President, is responsible for ensuring the effective performance of human resources efforts for the company's corporate office as well restaurant operations. This role will head up Talent Acquisition, Succession Planning, HR Systems, Payroll/Benefits and Field Human Resources. RESPONSIBILITIES: Provide overall leadership and guidance, as well as collaborative coaching and mentoring, to the HR function Serve as a senior advisor and confidant to the executive team on all people issues Work with Operations Leadership to establish a plan of talent development and management succession that aligns with the growth strategy of the organization Remedy escalated field operations issues in the areas of employee relations, corrective action, labor relations, employment law, compensation, and benefits Develop and implement strategic reward and recognition solutions to attract, develop and retain employees. Assure governance is in place for implementation of and compliance with regulatory, legislative, enterprise and local business requirements and policies related to Human Resources and Payroll. Determine course of action for associate relations issues at all levels in alignment with organization values, policies, guidelines and governance standards. Participate as member of HR leadership team to provide insights and drive enterprise-wide human resources objectives, initiatives and projects. Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management REQUIREMENTS: Minimum 12 years of Human Resources experience Minimum 5 years of experience as a Senior Director or VP level in a multi state/ multi concept organization specifically in the Food & Beverage, Hospitality, or Restaurant industries Degree in Human Resources, Psychology, Hospitality Management or related field strongly preferred Demonstrated experience in employee relations a must Strong written and oral communication skills a must Proficiency in verbal Spanish language required BENEFITS: We offer competitive salary, medical/dental/vision insurance, TransitChek discount, Referral Rewards program, a generous dining program, and progressive paid time off. We offer many opportunities for growth and development for those who show long-term commitment to their role and MFG. Equal Employment Opportunity Major Food Group considers applicants for all positions without regard to race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, sexual orientation, or any other legally protected status. Major Food Group is an equal opportunity employer.

The Door is an unparalleled model for youth development, offering a comprehensive range of integrated services within a single site for eleven thousand New York City youth each year. Our mission is to empower young adults to reach their full potential by providing comprehensive youth development services in a diverse and caring environment. At The Door, youth can access health care and education, mental health counseling and crisis assistance, legal assistance, college preparation services, career development, housing supports, arts, sports and recreational activities, and nutritious meals all for free and under one roof. By providing participants with our suite of integrated services, we seek to provide any motivated young person with the tools, resources, and opportunities needed to successfully transition into adulthood. In partnership with and co-located at The Door, Broome Street Academy is a unique charter high school that prepares New York City's most vulnerable youth for a successful future through rigorous academics paired with support of The Door. Broome Street Academy serves 330 students annually in grades 9 - 12. Working in a shared service environment, the Human Resources Director will work with The Door (************** and Broome Street Academy (***************************** two independent nonprofit organizations that share administrative and back-office functions. We are looking for an experienced Director, who is a self-starter that embraces partnership with managers and their team members to deliver the best results and outcomes. This role requires a collaborative and forward-thinking problem-solver who takes an active interest in the people and departments they are supporting. This is a critical leadership position that ensures operational alignment, strategic execution, and executive support of the Human Resources department. The Director of HR Operations reports to the Managing Director / Chief People & Operating Officer on various tasks and projects serving as a trusted advisor and representative of the HR department. They assist in advancing a culture of service, inclusion, and operational excellence. The ideal candidate is someone experienced in oversight of the day-to-day operations, as well as leading high- impact HR initiatives that support the agency strategic plan and goals related to employee engagement, workplace culture and employee coaching and professional development with the appropriate level of prioritization while focused on delivering results. They are self-motivated, communicative, and possess excellent interpersonal skills. They value unity and inclusion, and champion these values within an organization's culture. This person is nimble and can partner well with others to develop solutions for our clients, while maintaining their sense of humor. As a team leader, they will serve as the human resources business partner (HRBP) for program directors, as well as perform department operational tasks related to recruitment, benefits, and employee/labor relations. They will have direct supervision of the generalist(s) and specialists in the department. ESSENTIAL FUNCTIONS HR Leadership Collaborate with the HR Leadership, HR Team Members and Payroll Team to drive execution of the HR Strategic Plan. Manage strategic HR projects and department goals related to employee learning and development, employee engagement, and technology-enhanced HR service delivery. Stay connected to team and HR priorities; anticipate organizational needs and support the HR Leadership team. Ensure seamless coordination between the Chief People Officer and departments to elevate the visibility and impact of the HR team Operations Oversight Manage the day-to-day administrative operations of the HR department to ensure a high-performing HR operation. Facilitate the execution of HR goals and projects managing project timelines and ensuring accountability in the delivery of outcomes. Maintain the department dashboard with performance metrics demonstrating progress and accomplishments. Employee & Labor Relations Provide guidance on and directly handle employee relations and labor union matters with a focus on balancing business needs and organizational risk. Provide consultative expertise on employee relations matters ranging from basic to complex or high risk. Respond to and investigate employee complaints. Attend and participate in employee disciplinary meetings, terminations, and investigations. Recruitment: Provide guidance to hiring managers regarding salary recommendations using internal and external salary data and sourcing methodologies to improve effectiveness. Prepare monthly reports and analysis for senior leadership teams. Maintain current job descriptions, collaborate with management regularly to ensure timely updates, and obtain union approval as needed. Develop and deliver training modules to managers focused on areas related to staffing, recruitment, and retention. HR Expertise Respond to routine human resource questions and/or direct to appropriate team members. Performing routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; recruitment, disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Conduct exit interviews, analyze feedback and escalate appropriately. Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices. Work closely with the managers regarding staff promotions and compensation changes that can impact compensation or benefits. Maintain knowledge of trends, best practices, regulatory changes, and innovative technologies in human resources, talent management, and employment law. Complete other tasks and special projects assigned. Skills and Requirements: Minimum of a bachelor's degree in Human Resources, Business, Organization Development, Psychology, or related fields. Master's degree preferred. PHR or SHRM-CP certification preferred. At least five (5) years of progressive Human Resources leadership. Experience working with labor unions is required; working in a unionized nonprofit organization preferred. Experience working directly with leadership in an advisory capacity. Experience with Paycom software and HRIS/ATS systems required. Ability to manage projects simultaneously and meet target goals and deliverables. Must be professional and personable yet exercises sound judgment, critical thinking and integrity when dealing with sensitive and confidential matters. Must be detail oriented and possess excellent communication, organizational and time management skills as well as the ability to prioritize and deliver optimal results. Knowledge of federal, state, and local employment practices Proficient with MS Office programs, particularly Outlook, Excel, and Word Work Schedule: Full-time, Monday to Friday, 9:00 am - 5:00 pm, 35 hours per week with a hybrid work schedule. Salary: $95,000 - $120,000 annually Multilingual candidates are strongly encouraged to apply. Proficiency in French, Spanish, or Arabic preferred. COVID -19 POLICY The Door follows the CDC and NYS recommendations to prevent the spread of COVID-19. The Door requires all new hires to be vaccinated against COVID-19 unless they have a qualified exemption. We are committed to building a diverse and inclusive community. We support a broadly diverse team who will contribute to our organization. We are an equal opportunity employer for all regardless of race, color, citizenship, religion, national origin, sex, sexual orientation, gender identity or expression, age, disability, veteran or reservist status, or any other category protected by federal, state, or local law.

Department Corporate/Administrative Employment Type Full Time Location East Brunswick, NJ Workplace type Onsite Compensation $180,000 - $215,000 / year Responsibilities Qualifications Benefits About Artheon Deliver transformative infrastructure solutions that strengthen communities, drive sustainable growth, and accelerate our people's careers-to provide value added services for our clients by combining local knowledge with national expertise.

Job DescriptionDescriptionArtheon is seeking a Vice Presiden of Human Resources. The Human Resources Leader is a dynamic, forward-thinking leader who is responsible for all areas of the talent life cycle. This role will be deeply involved with new company integrations, the planning and execution of talent strategies and retention programs, workforce planning, and will be a key business partner on the leadership team. This role will work closely with the Regional Chief People Officer. About ArtheonArtheon is a trusted engineering and consulting firm offering services that rival large organizations while maintaining the personalized client relationships of a boutique firm. With expertise spanning civil/site engineering, environmental permitting, transportation infrastructure, construction management, and advanced surveying technologies, we are committed to delivering high-quality, timely solutions to local, state, and federal clients. ResponsibilitiesPrimary Responsibilities: 1. Talent Management: Develop and implement talent acquisition and retention strategies to attract and retain top talent. Lead the design and execution of performance management, career development, and succession planning programs. Identify and address skills gaps and provide learning and development opportunities for employees. 2. M&A Integration: Partner closely with the Trilon HR Leadership team in preparation for a potential acquisition. Lead the HR integration efforts for acquisitions, collaborating with cross-functional teams to ensure a smooth transition. Manage change management processes during integration to minimize disruption and maintain employee morale. 3. Team Leadership: Lead and mentor the HR team, providing guidance, feedback, and support to enhance their capabilities. Assess current HR processes and develop a plan to enhance processes and delivery. Foster a collaborative and high-performance work environment within the HR department. Delegate responsibilities effectively to maximize team productivity and deliver results. Enhance HR communication within the team, with key stakeholders, and throughout the organization. 4. Culture Stewardship: Champion and shape our organizational culture, drive behavior that results in a healthy and thriving culture. Implement culture-enhancing initiatives, such as employee engagement programs, recognition systems, and employee feedback mechanisms. Drive employee well-being and work-life balance initiatives to enhance the overall employee experience. 5. Strategic Partner: Collaborate with the executive leadership team to align HR strategies with the overall business objectives. Provide HR expertise and insights to support decision-making, workforce planning, and organizational development. Develop and maintain HR metrics and reporting to assess the effectiveness of HR initiatives. Partner with CFO to create and maintain an HR budget. Qualifications Proven experience in HR leadership roles, with a minimum of 7 years of experience. Demonstrated expertise in talent management, engagement and retention, and M&A integration. Connecting with others and building relationships comes easily. Demonstrated ability to effectively partner with executive leadership. Excellent communication and interpersonal skills, with the ability to effectively collaborate with stakeholders at all levels of the organization. Ability to think strategically and implement innovative HR solutions. Proven leadership experience, with the ability to mentor and motivate HR professionals. Strong knowledge of employment laws and regulations. Willing and able to periodically travel to different office locations. #LI-KH1 BenefitsArtheon offers a competitive compensation package including medical, prescription, dental and vision coverage, 401(k) retirement plan with employer match, educational assistance program and paid time off/parental leave.

Job Description About the Role: The Vice President of Human Resources will play a pivotal role in shaping the strategic direction of our organization by developing and implementing HR initiatives that align with our business goals. This position is responsible for fostering a positive workplace culture, enhancing employee engagement, and ensuring compliance with labor laws and regulations. The VP will lead a team of HR professionals, providing guidance and support in areas such as talent acquisition, performance management, and employee development. Additionally, this role will involve collaborating with senior leadership to drive organizational change and improve overall workforce effectiveness. Ultimately, the VP of Human Resources will be instrumental in attracting, retaining, and developing top talent to support the company's growth and success. Minimum Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field. A minimum of 10 years of progressive HR experience, with at least 5 years in a leadership role. Proven experience in developing and implementing HR strategies that drive organizational success. Preferred Qualifications: Master's degree in Human Resources or an MBA. Certification from a recognized HR professional organization (e.g., SHRM-SCP, SPHR). Experience in a multi-site or global organization. Responsibilities: Develop and execute HR strategies that support the overall business objectives. Oversee talent acquisition processes to ensure the organization attracts and retains high-quality candidates. Implement employee development programs to enhance skills and career growth opportunities. Ensure compliance with all employment laws and regulations, minimizing legal risks. Foster a positive workplace culture through employee engagement initiatives and conflict resolution. Skills: The required skills for this role include strong leadership and strategic thinking abilities, which are essential for guiding the HR team and aligning HR initiatives with business goals. Excellent communication and interpersonal skills are necessary for building relationships with employees and stakeholders at all levels. Problem-solving skills will be utilized to address employee concerns and resolve conflicts effectively. Additionally, knowledge of labor laws and HR best practices is crucial for ensuring compliance and minimizing risks. Preferred skills such as data analysis and project management will enhance the ability to measure HR effectiveness and manage multiple initiatives simultaneously. d d

JobID: 210703112 JobSchedule: Full time JobShift: Base Pay/Salary: New York,NY $123,500.00-$180,000.00; Jersey City,NJ $123,500.00-$180,000.00 This is a rare opportunity for a high-potential leader to make a lasting impact on JPMC's people strategy and to accelerate their career in a global, future-focused environment. This high-visibility position offers direct exposure to senior HR and business leaders and requires exceptional flexibility, strong project management skills, and the ability to build trusted partnerships across HR, legal, controls, and other key stakeholders. As Vice President, HR M&A and People Movement Initiatives, you will play a pivotal dual role within JPMC's Human Resources organization. As a core member of a small, agile HR M&A team, you will provide end-to-end support for JPMC Corporate M&A transactions across all lines of business - from due diligence through employee onboarding and integration. Given the unpredictable and episodic nature of M&A activity, you will also lead and support a diverse range of projects and business management activities within the People Movement function -including global mobility, cross-border tax, and immigration - during periods of lower deal volume. Job Responsibilities * Support all phases of HR M&A transactions as part of a small, global team, including due diligence, integration planning, and post-close activities. * Prepare clear, compelling communications and executive presentations for senior management. * Ensure disciplined project management and optimal coordination across global HR teams. * Conduct gap analyses between target companies and JPMC employment policies, compensation, pension, and benefits offerings, assessing impacts on deal valuation and employee experience. * Analyze service and delivery milestones, facilitate meetings, manage project plans, and oversee issue and risk management to ensure successful integration and program delivery. * Build and maintain strong relationships with stakeholders across HR, other corporate functions and the line of business deal sponsors. * Drive the holistic development and continuous improvement of the HR M&A playbook, processes, and infrastructure, incorporating lessons learned and best practices. * Champion digital and data-driven solutions-including AI, analytics, and automation-to enhance M&A and People Movement processes and outcomes. * Lead and deliver People Movement projects, process improvements, and cross-functional initiatives that support business objectives and operational excellence. * Partner on business management activities such as budgeting, financial tracking, controls, and team operations. * Coach and support junior team members, fostering a culture of high-quality project delivery, collaboration, and continuous learning. Qualifications & Skills * Strong project management skills; able to deliver results in a fast-paced, dynamic environment. * Experience and understanding of key HR product areas - particularly Employee Relations, Compensation, and Benefits. * Excellent communication and presentation skills for senior audiences. * Outstanding stakeholder management and relationship-building abilities. * Commercial mindset and ability to evaluate HR risks within the context of a deal * Analytical mindset with experience using data to solve problems. * Hands-on experience with digital tools, analytics, AI and automation tools is a plus. * Organizational skills and attention to detail; able to manage multiple priorities. * Self-motivated, proactive, and adaptable; thrives in an environment of shifting priorities. * High integrity and discretion with confidential information. * Advanced PowerPoint and Excel skills; familiarity with project management tools (e.g., Jira) is a plus. * Experience coordinating closely with technology, finance, and controls teams is desirable. * Prior experience in HR, M&A, global mobility, or business management is beneficial but not essential-we seek a smart, driven individual eager to learn and grow.