Human resources manager jobs in Paramus, NJ

We are working with a growing homecare agency who is looking for a HR Generalist. This role will: oversee recruiting and retention manage benefits handle worker compensation manage unemployment support changes to health insurance oversee 401k Benefits include health insurance, dental/vision insurance, 401k with a 4% company match, and paid holidays/vacation time #This role is onsite daily

We are seeking a strategic and experienced Director of Human Resources with Healthcare experience to lead and oversee our client's HR department, including onboarding, multi-state payroll, benefits, leave administration, and enforcement of company policies and procedures. Key Responsibilities: Lead the daily workflow of the HR department and provide guidance, coaching, and performance evaluations to team members. Manage employee relations, including disciplinary actions and terminations, in accordance with company policies. Partner with leadership to align HR strategy with organizational goals, including talent acquisition, retention, and succession planning. Support HR generalists and management with complex or sensitive issues, including accommodations, investigations, and terminations. Administer HR systems for timekeeping, benefits enrollment, and time-off management. Analyze compensation and benefits trends and propose programs to attract and retain top talent. Develop and implement learning and development initiatives to promote employee growth. Ensure compliance with federal, state, and local employment laws and maintain HR best practices. Stay current on HR trends, employment law updates, and emerging technologies in talent management. Required Skills and Abilities: Excellent verbal and written communication skills. Strong interpersonal, negotiation, and conflict resolution skills. Thorough knowledge of employment laws and regulations. Proficient in Microsoft Office and HRIS/talent management systems. Education and Experience: Bachelor's degree in Human Resources, Business Administration, or related field required; Master's preferred. 3+ years of HR management experience; leadership experience preferred. SHRM-CP or SHRM-SCP certification, preferred Healthcare experience strongly preferred This role is ideal for a proactive HR leader looking to make a strategic impact on a growing organization while managing a full spectrum of HR functions.

Physician Affiliate Group of New York (PAGNY) has an opportunity for a Director of Human Resources Operations to its multispecialty medical practice group. PAGNY staffs several municipal hospitals and clinics within New York City through an affiliation agreement with NYC Health + Hospitals. PAGNY's corporate staff provides administrative, practice management, and human resources services in support of its more than 4,000 clinical providers. The mission of NYC Health + Hospitals is to extend equally to all New Yorkers, regardless of the ability to pay, comprehensive health services of the highest quality in an atmosphere of humane care, dignity, and respect. Their Values are built on a foundation of social and racial equity and has established the ICARE standards for all staff. NYC Health + Hospitals is the nation's largest municipal healthcare delivery system in the United States. Dedicated to providing the highest quality healthcare services to all New Yorkers with compassion, dignity, and respect, and regardless of immigration status or ability to pay. Opportunity Details: Provides PAGNY-wide leadership with overall management of the areas of Human Resources (HR) including policy development, performance management, site HR services, and compensation. Oversees HR staff and partners with site Administrators to align policies and procedures, along with services and programs to align with local needs in the context of central goals. Translate the strategic and tactical business plans into HR operational plans. Develop performance management and evaluation systems and processes across all Departments and locations. Manage the HR Information Systems database and reporting for critical analyses of the HR function and people resources. Provide HR metrics and reporting for Senior Leadership and the Board of Directors. Develop and implement the organization's diversity initiatives and strategy to attract, hire, and maintain a diverse workplace. Collaborate with stakeholders to assess the need for, and recommend training initiatives on, cultural competency, gender differences, disability, sexual harassment, and other topics designed to increase awareness and support of equity and inclusion values, while maintaining compliance with applicable laws. Qualifications: Masters' degree in Human Resource Management or equivalent desired Minimum 10 years' related leadership experience Hospital or healthcare field experience is required Demonstrated performance management and leadership competencies Excellent interpersonal and communication skills Wages and Benefits include: Annual Base Salary: $160,000* - $185,000* based on 40-hour work week. 401(k) Company Contribution (subject to IRS contribution limits): Employees are immediately vested in a 3% company contribution of base earnings. No employee match is required. After one year of service, employees receive an additional 7% company contribution of base earnings. No employee match is required. Generous Annual Paid Time Off (PTO): Vacation and Holiday. Medical, Prescription, and Dental Coverage: Top-tier plans with employee contributions significantly below market rates. Life Insurance and Accidental Death and Dismemberment (AD&D) Coverage: Equal to 2x your salary (up to a maximum of $300,000) provided at no cost to you. Additional employee-paid Voluntary Life and AD&D coverage is available for you and your family. Healthcare and Dependent Care Flexible Spending Accounts (FSAs). Pre-tax employee-paid contributions for commuting expenses. Physician Affiliate Group of New York, P.C. (PAGNY) mission is to provide accountable, responsive, quality care with the highest degree of sensitivity to the needs of the diverse population that lives in our New York community. PAGNY is one of the largest physician groups in the country and directly employs nearly 4,000 physicians and allied health professionals who provide services to NYC Health + Hospitals, the largest municipal health care system in the nation, serving more than a million New Yorkers annually. Our providers are highly skilled professionals with outstanding credentials who deliver the highest level of quality healthcare to patients throughout New York City. Physician Affiliate Group of New York, P.C. (PAGNY) is an equal opportunity employer committed to equitable hiring practices and a supportive workplace. All candidates are considered based on their individual qualifications, potential, and experience. To learn more about our culture and ongoing workplace practices, please visit our Workplace Culture | PAGNY page. *Salary Disclosure Information: The salary listed for this position complies with New York City's Salary Transparency Law for Job Advertisements. The salary applies specifically to the position being advertised and does not include incentive compensation or benefits. Actual total compensation may vary based on factors such as experience, skills, qualifications, historical performance, and other relevant criteria.

MANGO is a multinational fashion company that designs, manufactures and markets clothing and accessories. At MANGO, we inspire and unite through our passion for style and culture. We are in 120 countries and our online presence extends to more than 85 countries. Our team is made up of people of 115 nationalities. In our team, we are proactive and dynamic, with communication skills and we are always open to new challenges. We are a young and multicultural team, we love the good vibes we have and we work together to achieve results. We are informed of trends and current events in the retail world. We are looking to a hire a Regional People Partner in the New York City area to oversee the East Coast region (Including: MA, GA, PA, NJ, NY, FL, D.C., MD, VA, LA, IL, MN, CT, OH). The East Coast region will consist of 37 stores by the end of 2025. KEY RESPONSIBILITIES You will implement and adapt People processes, policies and actions in accordance with company standards, image and local needs to maximize the effectiveness of the retail business. You will also provide expert insight to support retail structure to attract, develop, motivate and retain our workforce. You are traveling to stores as needed per business needs to support the districts. You will support not only HR Functions but also Recruitment. You will be reporting to the Interntional People Partner of North America. TALENT ACQUISITION Implement the hiring strategy to ensure all key roles are filled in the short and mid-term with high caliber of candidates. Effectively conducting full recruiting cycle for candidates/hires, generating a pool of prospective candidates. Follow up of onboarding correct implementation in stores, collecting feedback of the onboarding program and ensuring an amazing candidate experience. TRAINING & PERFORMANCE Make sure appropriate trainings are in place and collect constant feedback to be able to adapt quickly to the always changing reality of the stores. Carry out specific training according to the market needs. Provide support and guidance to Store Managers and District Managers on the follow up, evaluation and development of their teams and have a robust succession plan for key positions. EMPLOYEE RELATIONS Provide support to Store Managers, District Managers and Regional Managers with employee relations, conflict resolution and mediation when needed. Spread the MANGO culture and values in store ensuring high levels of engagement from all retail team members. Visit stores on a regular basis to evaluate the atmosphere and understand skill gaps/challenges in our teams and collaboratively offer solutions. Conduct the exit interviews to leavers to understand the employee experience, as well as identifying improvement proposals. HEALTH AND SAFETY Follow up all stores have the company H&S protocols in place during weekly visits, making sure our employees are safe in their workplace. LABOR Collaborate with Labor department to support retail on updates about changes in the legislation, align company behaviors, and help to find new solutions to reach out store needs. ORGANIZATION & PROJECTS Participate in strategic People projects together with Internal Communication, Labor & Payroll, Health & Safety, Talent & Organization and Development and Compensation & Benefits. Analyzation of People KPIs and implement action plans with retail team. REQUIREMENTS -5+ years of experience in HR management in a retail setting and/or in store retail management role (must have in store retail experience and/or have worked in Human Resources for a retail brand) -Experience with recruitment, talent management, and performance management -Excellent communication and interpersonal skills, with the ability to handle difficult conversations wih professionalism -Ability to work in a fast-paced, dynamic environment -Flexible working hours -Strong organizational skills -Reliable while consisting following up on commitments -Can manage time effectively to ensure timely follow up with stores -Higly motivated with a proactive approach -Can take ownership of specific tasks and responsibilites -Strong analytical and problem-solving skills -Ability to maintain confidentiality and handle sensitive information -Ability to travel regularly to visit stores within area (up to 75% travel, 4 days a week) -Knowledge of employment laws and regulations is a plus What makes us special? • As a member of the Mango team, you'll get a 40% discount on all our lines, so that you'll always be wearing the latest! • Insurance Benefit: You only pay a % of the value! • 401(K) Pension Plan • Holidays + Wellness Days • Vacation Days • Commuter Benefits • Bonus Incentive • Pet Insurance • Car Allowance At Mango, we invest in your personal and professional development. Access a wide range of training courses, personalized mentoring, continuous development programs and internal promotion opportunities that will drive you toward success. Think big! Mango offers you international opportunities in over 120 markets for you to broaden your horizons and grow with us globally. If you are passionate about fashion, have great communication skills and the ability to work well both as part of a team and alone this is the perfect opportunity for you! This role will allow you to develop both professionally in a dynamic fashion environment. Apply now and begin a successful career within MANGO. You got it? We like you!

HR Business Partner Job Type: Full-time / Exempt / Salaried About The Travel Agency The Travel Agency is a leading cannabis dispensary group in New York City, with locations in Union Square, Downtown Brooklyn, Fifth Avenue, and Soho. Rooted in community impact and social equity, we proudly employ formerly incarcerated individuals and champion BIPOC-, women-, and LGBTQIA-owned brands. Our mission is to blend innovation, education, and sustainability to elevate the cannabis retail experience and create pathways for economic opportunity. Position Overview The HR Business Partner (Employee Relations) serves as a key member of the People Team and acts as the dedicated day-to-day HR partner for two of The Travel Agency's four retail dispensary locations. This role provides frontline HR support, coaching, and operational guidance to store leadership while overseeing all Employee Relations (ER) matters across the entire organization. This HRBP leads complex investigations, drives equitable people practices, mitigates risk, and reinforces a consistent, fair employee experience across all stores. The ideal candidate has strong investigative skills, deep ER experience, and the ability to influence and support leaders in a fast-paced, highly regulated retail environment. Key Responsibilities Day-to-Day HR Support for Assigned Retail Stores Serve as the primary HR partner for two designated dispensary locations, providing on-site and virtual HR guidance, leadership coaching, and employee support. Build strong relationships with Store Directors, Supervisors, and Associates to understand workplace needs, challenges, and opportunities for improvement. Support workforce planning, scheduling practices, hiring alignment, and day-to-day HR activities at assigned stores. Conduct weekly on-site visits to maintain presence, gather insights, and ensure policy and culture consistency. Employee Relations Leadership (Organization-Wide) Own all Employee Relations investigations and case management for the entire organization, including stores not assigned for day-to-day support. Lead complex investigations involving discrimination, harassment, theft, performance issues, workplace conflict, and policy violations. Conduct organization-wide time and attendance investigations, payroll/timekeeping audits, and scheduling equity reviews. Maintain detailed and compliant documentation, ensuring consistent practices across all TTA locations. Partner with HR leadership, Legal, and Operations on escalated ER matters or corrective actions. Compliance, Audits & Risk Mitigation Conduct routine equity audits across all stores related to scheduling, compensation, corrective action, and performance ratings. Audit timekeeping, attendance, and payroll systems (Gusto, When I Work, POS) for accuracy and compliance. Ensure alignment with NYC labor laws, wage and hour regulations, NY Safe & Sick, and cannabis industry regulations. Track ER trends and present actionable insights to HR leadership. Performance, Culture & Employee Experience Support Lattice performance cycles (self-reviews, manager reviews, feedback loops) for assigned stores. Assist managers in creating performance documentation, coaching plans, and corrective actions. Promote culture initiatives, including recognition programs (TTA Cypher), engagement efforts, and DEI-aligned programs. Partner with L&D to reinforce training consistency and support people-development initiatives across all stores. Partnering Across a High-Growth, Union-Aware Environment Provide HR support to leaders navigating union environments, ensuring consistent interpretation of collective bargaining agreements. Assist in addressing employee concerns and supporting grievance-related steps as appropriate. Qualifications 3-5+ years of HR Generalist, Employee Relations, or HRBP experience, preferably in retail, hospitality, cannabis, or other high-volume hourly sectors. Direct experience managing ER investigations in high-volume, multi-unit environments. Strong understanding of New York labor laws and workforce compliance requirements. Experience partnering with store-level leadership teams. Excellent interviewing, documentation, and communication skills. High emotional intelligence and the ability to build trust quickly. Strong judgment and discretion in handling sensitive matters. Ability to work in a fast-paced, rapidly evolving environment. Preferred Qualifications Cannabis retail or other regulated industry experience Experience with HR technology platforms such as Gusto, Lattice, When I Work, or similar. Experience supporting unionized environments. Salary & Work Location Salary: $80,000-$105,000 (commensurate with experience) Work Location: Hybrid - on-site in Manhattan a minimum of 4 days per week to support store teams and organizational ER work. Why This Role Matters This HRBP is instrumental in shaping the employee experience across all TTA locations. By providing dedicated support to two key dispensaries while owning ER across the organization, this role ensures fairness, transparency, and consistency in every aspect of the employee lifecycle-supporting TTA's mission of building a responsible, inclusive, and high-performance workforce.

Join a mission-driven team and play a key role in supporting a robust volunteer program that serves more than 15 departments across the Center. This role is ideal for someone who enjoys recruiting, interviewing, coordinating, and engaging volunteers while ensuring programs run smoothly and efficiently. What You'll Do: Volunteer Recruitment & Placement Conduct and manage the full volunteer selection process, including a minimum of five interviews per week. Assess applicants for skills, commitment, communication, and fit with departmental needs. Make decisions on placement, non-placement, or pending placement and communicate next steps. Perform reference checks as needed. Administration Oversee the day-to-day engagement and scheduling of volunteers to ensure adequate coverage across departments. Distribute weekly volunteer schedules and respond to daily volunteer needs. Support compliance with orientation, training, medical requirements, HIPAA, and ongoing assessments. Manage short-term volunteer requests by gathering project details, required skills, and time frames. Program & Event Coordination Assist in planning and executing departmental events and key volunteer programs. Support the Volunteer Recognition Ceremony by creating content, partnering with design teams, and coordinating awards. Contribute to holiday events, training programs, and volunteer education initiatives. Help update orientation materials and ensure program content remains current and accurate. What You Bring: 1-4 years of administrative experience, ideally within a volunteer-driven environment. Strong skills in Microsoft Office and cross-functional communication. High School Diploma or GED required; Bachelor's degree preferred. This is a great opportunity for someone who thrives in a people-centered, service-focused environment and wants to make a meaningful impact within a healthcare setting!

Oscar de la Renta is looking for a Finance & HR Coordinator to support its operations with a focus on administrative coordination, documentation, systems organization, and compliance. The candidate will report directly to the CFO and work cross-functionally across all departments. This role will be in-office Mon-Fri and is based in our midtown Manhattan corporate office. This role requires someone who can take on varied administrative tasks and figure out how to complete them with light guidance. Reporting directly to the CFO and working across all departments, the role provides exposure to how Finance, HR, and Operations function. Candidates with technical aptitude will have opportunities to develop advanced Excel skills and work on process automation projects. Responsibilities Documentation, Repositories & Compliance Maintain Finance/HR SOPs, checklists, and training guides. Own SharePoint/OneDrive administration and structure. Track compliance records: handle KYC, labor and insurance requirements (including COI, W9/W8, and I9); maintain audit-ready files; track deadlines and ensure filing Populate forms and contract packets; track expirations and renewals; create redline comparisons. Recruiting & People Operations Post jobs, screen resumes against defined criteria, schedule interviews, conduct reference checks, and manage candidate communications. Assemble offer packets; enter new hires in HRIS; prepare employee files; open equipment and access tickets. Coordinate offboarding: asset returns, access removal, and file archiving. Update org chart, job description library, and other shared repositories. Systems & Data Administration Support data stewardship in HRIS/ERP and related tools; implement new systems and configure roles / permission; run reporting. Build simple trackers and internal forms for data collection; monitor key data fields for accuracy. Support AP on vendor statement reconciliations, download/organize invoices, and collect approvals. Qualifications 2-5 years in finance, administration, HR coordination, or operations. Intermediate to advanced Excel (lookups, pivots, basic data analysis). Experience with SharePoint/OneDrive administration; familiarity with at least one HRIS (e.g., Paylocity, ADP) and one expense/AP tool (e.g., Concur, Ramp, Expensify). Strong organization, time management, and written communication; high attention to detail; sound judgment with sensitive information; reliable follow-through. Preferred: Experience with M365 Power Platform (Power Automate, Power BI) or AI productivity tools. Notes: We are an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. Employment eligibility to work in the U.S. is required. Offers may be contingent on reference and background checks. At-will statement: Employment with the company is at will.

Hi, we're Primark. We're all about fun, fashion, and a fabulous career. We're fast-paced, with our stores receiving hundreds of new products every week. We have amazing fashion at amazing prices, all of the time. We set the fashion trends. We're committed to providing our customers with service that is second to none. As part of our global team, you'll be at the forefront of expanding this fashion revolution in the United States. Are you game? People & Culture HR Administrator Key Responsibilities: Functional Expertise Working collaboratively with the Store Management Team and the Store P&C Business Partner, to deliver the people agenda in Store. This is a generalist role, responsible for all day-to-day P&C administrative activity, with particular focus on: Recruitment • Support the Retail Management team with recruitment administration • Carry out the pre interview recruitment activity required for Retail Assistant/ non-management roles including uploading/ advertising roles, screening, interview coordination and candidate contact • In conjunction with the Retail Management team, complete the relevant right to work checks and documentation retention steps • Deliver a consistent and engaging candidate experience through the recruitment administration process • Administer the applicant tracking system to include role creation, candidate response and onboarding steps • Liaise with third party contacts for graduate, work placement and/ or temporary resource as required • Participate in recruitment and selection activities for seasonal recruitment events Onboarding and Induction • Administer the onboarding process including contract / offer preparation and payroll / systems set up • Complete the appropriate administrative checks • Organize the relevant workwear and lanyards for new starters • Participate in the delivery of the Primark Induction/ Welcome event for new starters in partnership with the Retail Management team Resource Planning • Responsible for the maintenance of people data in the resource planning tool including adding/ removing joiners and leavers, printing weekly rotas and collating overtime • Communicate rotas and schedules to colleagues (checking that shifts/ overtime allow for regulatory breaks) • Administer holiday requests in line with Country regulatory requirements • Periodically review holiday balances to ensure colleagues are actively booking holiday • Provide weekly absence reports to Retail Management for review • Support the administration process for Colleague store transfers as required Payroll • Set up new starters/remove leavers on the payroll system and work with third party payroll provider • Complete the daily and weekly payroll activities including a review of the T&A and resolution of any errors with the relevant Colleagues/Managers • Update the T&A/payroll system with relevant absence information and ensure documentation is received and processed in accordance with Country Regulations • Process any payroll adjustments and changes • Work with the P&C Business Partner to administer any levy / subsidy payments • Act as a point of contact for Colleague queries and resolve any issues or concerns Training & Development • Support the delivery of core learning programs via learning platforms and maintain records of learning activity • Maintenance of mandatory learning activity records e.g. first aid, data protection • Carry out administration support for Retail Assistant Succession planning for Retail Management roles Engagement & Well-being • In partnership with the Retail Management team proactively support implementation of events and activities that drive engagement, wellbeing, and a positive Primark culture in store • Responsible for updating all engagement and wellbeing communication on the in-store Notice Boards and in store meeting huddles • Schedule the listening group meetings and support the Store Manager in preparing for and responding to colleagues • Provide administrative support for store recognition activities, including nominations and Store Manager review • Encourage participation in the Primark Engagement Survey and collate completion rates • Support Retail Management to hold colleague conversations on health or well-being issues Performance Management (MYP) • Collate completion of the mid-year and end of year Make Your Primark review process • Provide support to the Retail Management team on the probationary period and performance review process and encourage a culture of feedback • Support the Retail Management team in the administration of the performance review process • Prepare template documentation for the Retail Management team for Probationary periods and Performance Improvement Plans (PIPs) Talent & Succession • Carry out administration support for Retail Assistant Succession planning for Retail Management roles • Provide administrative support during the Retail Management talent review process Employee Relations • Maintain colleague records (paper and electronic) in accordance with Country regulations (GDPR / Data Protection guidelines) • Support Retail Management as a first point of contact on people procedures and absence queries • Preparing template documentation required for ER investigation and outcomes • Responsible for tracking ER cases and recording progress Reporting & KPIs • Maintain the people systems that provide reporting and analysis to the Store Manager on people measures and KPIs • Support with completion of Store, Area and Central Office reporting • Administer and collate data from colleague exit interviews • Administer leavers process including the return of Company property • Participate in store audit procedures Business Alignment & Change • Demonstrate an understanding of the overall P&C strategy and purpose • Maintain relationships with the Central P&C team and network effectively with the wider P&C community to share best practice Commercial and Business Impact • Develop understanding of store commercial performance and customer experience • Deliver against company expectations and policy, ensuring good governance and best practice is in place, compliance with regulations and mitigation of risk to the business • Review the administrative aspects of P&C in store and make recommendations where efficiency gains are identified Behavioral Competencies Decision Making • Apply experience and relevant information to support day to day P&C advice and decision making Self-Direction and Agility • Promote a culture of inclusion, optimism, enthusiasm, and mutual support. • Demonstrate resilience and tenacity to overcome any barriers with a flexible and agile approach to changing business needs • Strong organization skills and a natural self-starter Customer Experience • Demonstrate a high level of trust, collaboration, confidentiality, and diplomacy with all Colleagues in the store Innovation • Encourage a culture of continuous improvement and openness to change Technical Requirements of the Role-holder • Experience working as a P&C Administrator or similar role • Attention to detail and accuracy • Excellent organizational skills, with the ability to prioritize well and be flexible in a fast-paced environment with changing demands • Strong communication skills (written and verbal) and effective in communicating clearly and persuasively • Working knowledge of employment legislation and best practice • Good analytical and problem-solving skills and an interest in developing commercial acumen • Retail sector experience desirable

Client: Major New York Contractor In Office 5 days a week Key Responsibilities: Human Resources Management Oversee the recruitment and onboarding processes to attract and retain top talent, working collaboratively with department heads and Business Development teams. Develop and implement HR policies from scratch, procedures, and best practices to ensure compliance and promote a positive employee experience. Manage benefits programs, including health insurance, retirement plans, and wellness initiatives, ensuring competitive offerings and cost-effectiveness. Serve as a strategic business partner to leadership, providing HR expertise to align with organizational goals. Oversee performance management processes to foster continuous feedback, growth, and development. Learning & Development Design and deliver tailored training programs for various roles, including project managers, estimators, and field personnel. Collaborate with department leaders to identify skill gaps and create customized learning solutions. Implement a robust performance management system to support employee growth and development. Employee Engagement & Culture Foster a positive, inclusive, and engaging workplace culture through employee recognition programs, team-building activities, and wellness initiatives. Promote holistic employee well-being by offering resources and support for physical, mental, and emotional health. Compliance & Data Analysis Ensure compliance with all relevant employment laws and regulations. Analyze HR and benefits data to monitor program effectiveness and provide recommendations for improvements. Vendor & Benefits Administration Manage relationships with benefits providers, negotiate contracts, and evaluate service quality. Communicate benefits offerings and updates effectively to employees. Education: Bachelor's degree in human resources, Business Administration, or a related field. SHRM, HRCI, or CEBS certifications are a plus. Experience: 15+ years of progressive HR experience, preferably in construction or a related industry but not a prerequisite. Demonstrated experience in developing and implementing learning and development programs. Strong benefits administration experience, including compliance knowledge. Skills: Excellent communication and interpersonal skills, with the ability to interact effectively across all levels of the organization. Proficient in HR systems, data analysis, and Microsoft Office Suite. Strong knowledge of employment laws, regulations, and HR best practices.

The Organization Prospect Schools is a high-performing, intentionally diverse ("diverse by design") K-12 college preparatory charter network serving more than 2,700 students in seven (soon to be nine!) schools in Brooklyn. Prospect Schools models its curriculum on the renowned International Baccalaureate Program, a rigorous program that raises the level of academic responsibility for students while also preparing them to be global citizens. Our experienced team is dedicated to our mission to prepare a diverse student body to have a positive impact on society and develop a lifelong passion for learning, and guided by our Core Values: * Curiosity: Develop sound judgment and intellect by asking questions confidently and thinking critically * Care: Support others by grounding every action in empathy while championing equity and inclusion * Persistence: Grow and learn by solving problems with determination, creativity and tenacity * Passion: Succeed by approaching challenges with excitement, enthusiasm and self-assurance We have a vision to become, by 2030, the leading network of intentionally diverse schools where all students and educators can learn, work and thrive. Find out more about who we are and what we believe by spending a few minutes reading our 2024 Annual Report. The Role The Director of HR Operations plays a critical role in ensuring Prospect Schools' People systems are compliant, efficient, and employee-centered. Reporting to the Chief People & Equity Officer (CPEO), this role leads day-to-day HR operations and manages two Specialists who execute across generalist functions and are focused on benefits, onboarding/offboarding, compliance, and systems. This role serves as the organizational lead for HR policy administration, benefits operations, employee data systems (including ADP), and compliance protocols such as onboarding documentation, employment verification, unemployment filing, and leave tracking. The Director of HR Operations partners closely with several teams and key stakeholders across the Prospect network to ensure aligned and timely employee data management. They also hold primary ownership over mission-critical, employee-facing documents and processes, including the employee handbook, stipends policies, and other high-stakes materials, ensuring these resources are accurate, accessible, and reflective of Prospect's values and legal obligations. This is a great opportunity for a systems-minded HR professional who thrives in the details, centers employee experience, and is excited to build out policies and processes that help a growing school network run smoothly. The Director of HR Operations works in partnership with the CPEO to oversee and evolve Prospect's HR systems, compliance, and operational procedures while striving for excellence. They collaborate regularly with People & Equity Directors and cross-functional leaders to ensure seamless processes and aligned priorities across teams. Key Responsibilities Team Management & HR Systems Oversight * Directly manage two HR Specialists and ensure clarity, consistency, and effectiveness in core HR operational workflows * Serve as the internal owner of the HRIS (ADP), ensuring clean employee data, effective reporting, and regular collaboration with ADP consultants to optimize system use * Lead projects to streamline and strengthen HR processes, particularly in onboarding, offboarding, and employee data management * Manage and respond to high-priority or escalated employee support issues, particularly those involving system access, compliance, pay, or benefits Policy, Compliance & Documentation * Develop, maintain, and communicate key HR policies and procedures in collaboration with the CPEO, Director of Employee Relations, and General Counsel * Lead all staff-facing policy communications, including updates to the Employee Handbook, leave policies, and disciplinary guidelines * Lead the annual review and dissemination of the Employee Handbook and associated policy materials (code of conduct, PTO, leave policies, etc.) * Ensure compliance with all applicable federal, state, and local laws related to employment, documentation, benefits, and leave * Manage and maintain employee records and personnel files in alignment with internal protocols and legal requirements * Oversee unemployment claims and act as liaison for any related documentation or hearing preparation * Ensure regular oversight and audits of key HRO systems to verify the accuracy of employee information, payroll and bonus payouts, benefit contributions, and deductions that are uniquely distributed across members of the organization Benefits & Leave Management * Oversee all employee benefits administration in partnership with the specialist who executes the work, including annual open enrollment, life event changes, and vendor relationships * Partner with benefits brokers and vendors to ensure data accuracy, timely enrollment, and ongoing plan compliance, and ensure we are offering competitive, high-quality, comprehensive benefits options to our employees every year * Track and manage employee leaves of absence, ensuring coordination with payroll, benefits continuation, and compliance with FMLA or other applicable policies Payroll Coordination & Reporting * Serve as a liaison between the People Team and Finance Team to ensure accurate and timely payroll processing * Audit employee data for payroll accuracy, manage corrections, and respond to discrepancies or escalations * Maintain a clear calendar of payroll and benefits deadlines, ensuring all stakeholders are aligned and deliverables met * Lead the administration of special payrolls such as stipends, signing bonuses, and longevity bonuses, including policy alignment, budget tracking, and accurate payouts Internal Support & Customer Service * Ensure timely and thorough responses to employee support tickets and HR questions, partnering with Specialists to maintain high-quality service * Hold regular HR office hours and collaborate with school-based operations teams and people managers to resolve common issues * Track support trends and identify areas where tools, resources, or system adjustments could improve employee experience * Lead HR communications by drafting clear, timely updates and disseminating information through multiple platforms and modalities to ensure all staff receive critical HR information and updates regarding their employment. Collaboration & Strategic Alignment * Work closely with the CPEO, People & Equity Directors, and other leaders to align HR operations with broader People Team and organizational priorities. * Collaborate cross-functionally to ensure HR operations processes support equity, compliance, and operational excellence. * Perform other relevant duties as assigned in support of Prospect's mission and operational effectiveness. About You You are a detail-oriented HR leader who brings structure to complexity and centers both compliance and care in your work. You are energized by building and refining systems, enjoy collaborating across teams, and are passionate about delivering a consistent and reliable HR experience for all staff. You love a good checklist, but also know when to step back and redesign a process from scratch. You are a capable manager who brings clarity and organization to your team's work, and you believe HR operations are the foundation of a healthy, thriving organization. You thrive in collaborative environments and actively seek out partnerships with colleagues across teams to build efficient, employee-centered systems. Qualifications * Bachelor's degree required; HR or Business-related field required * 5+ years of experience in Human Resources or HR Operations, preferably in a school network, nonprofit, or multi-site organization * 2+ years of people management experience, with demonstrated success in coaching, supporting, and developing direct reports * Deep knowledge of HRIS platforms, including reporting, benefits modules, and employee data maintenance * Familiarity with core HR compliance areas, including unemployment, COBRA, I-9 verification, leave administration, and personnel file management * Strong understanding of federal, state, and city employment laws, especially those applicable to New York City-based employees * Experience managing benefits programs and working with external brokers, carriers, and vendors * Strong project management skills, including the ability to map processes, build systems, and track work to completion * Exceptional communication and customer service skills, with the ability to resolve issues with empathy and clarity Salary Employees at Prospect Schools are provided with a competitive salary. Our salaries are set through a lens of equity, and based on an individual's skills, education, and years of experience relevant to the role. The salary range for this role is from $123,700-$167,359. Compensation and Benefits * Medical, dental, and vision insurance * Paid Time Off (PTO) and Vacation Days * 401(K) and Roth 401(K) with a 4% employer match with a 3-year vesting schedule * Flexible spending accounts, including Transit Commuter Options, Health Care FSA and Dependent Care FSA options * Ancillary insurance, including Basic Life Insurance, Accidental Death & Dismemberment Insurance, and Short-Term & Long-Term Disability Insurance * Employee Assistance Program with free expert support services to assist with a variety of life issues, from family care to mental health services EEO and ADA Statement EEO and ADA Statement Prospect Schools is an equal opportunity employer. We actively recruit, hire, and retain a diverse and inclusive staff. We do not discriminate on the basis of race, color, ancestry, national origin, religion, age, gender identity or expression, sexual orientation, disability, citizenship, marital status, pregnancy, veteran status, or any other status protected by applicable law. Prospect Schools is committed to providing reasonable accommodations for qualified individuals with disabilities in our job application procedures. If you need assistance or an accommodation due to a disability, you may contact us at: ***************************. The critical features of this job are described above; they may be subject to change at any time due to reasonable accommodation or other reasons.

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.

Drum Exchange is the world's premier resource for used musical equipment and instrument guidance. Our mission is to change the way musicians buy, sell, trade - and grow - online. Packed with easy-to-use features, Drum Exchange features pre-populated data for over 7,500 instruments to make listing your next item a breeze and instrument-specific search filters to help you find the perfect instrument. Job Description Are you looking for a rewarding career in human resources that will allow you to build the foundation of your department from the ground up? The Drum Exchange is looking for a Vice President of Human Resources to implement policies and strategies for our growing startup. The ideal candidate for this role will have a clear vision for HR structure, and be able to work collaboratively with executive management to create all aspects of the HR department, and then oversee employee recruiting, hiring, development and retention. We are looking for a strong self-motivator, with a goal oriented mindset. Qualifications The successful candidate will have experience with: - defining/developing/implementing motivating employee incentive programs - aligning employee talents with organizational goals - ensuring legal and regulatory compliance - developing & administering the recruitment process, from pre-hire onward Additional Information

Vice President of Work Life and Culture to lead our efforts to ensure that embraces and supports the people, skills, and capabilities needed to successfully serve our mission and meet our goals. Our Vice President of Work Life and Culture reports to president and leads all human resources functions, including recruitment, benefits, employee relations, compensation, organizational development, and staff effectiveness. In addition, this position will guide administration and internal communications for our 300+ employees distributed across four office locations and a number of home offices As a member of the senior management team, you will contribute to our success by helping to create and maintain a cohesive organization that works well together to adapt effectively to a rapidly changing environment. In this job, you will: People and Culture • Build and maintain a productive and collaborative work environment. Help leadership and staff embrace change with enthusiasm. • Build and maintain strength and depth of talent. • Serve as a trusted advisor for all staff. • Maintain a department that is relied upon for personal and professional development by everyone in the organization. • Create effective mechanisms for measuring and improving performance. Talent Acquisition and Management • Ensure that the organization recruits and retains great performers well-suited to every role. • Support diversity and inclusion efforts that embrace applicants and employees of all backgrounds and encourage the full development of all employees. • Identify and provide training to help staff develop their skills and adapt to changing needs of the organization. Compensation and Benefits • Develop and maintain a compensation structure that reflects the company's values, enables successful recruiting in a competitive market, and motivates fantastic performance. • Oversee the annual employee performance, goal-setting, salary and incentive-based pay administration processes. • Ensure equity across the organization in the wage, pay, incentive, and merit review structures and programs. • Work with the benefits manager to make recommendations regarding benefit programs, products, and services. Compliance & Reporting • Work with legal team to develop appropriate policies and programs to support our staff and ensure that policies and practices are consistently applied and meet relevant labor law and regulatory requirements. • Develop organizational compliance programs and training covering employee relations, affirmative action, sexual harassment, employee grievances and staff development. • Build strategy to manage HR information systems and reports for critical analyses of HR services and outcomes. • Establish HR service levels and key metrics to monitor, evaluate, and report progress. Internal Communications • Develop internal communications programs that clarify and reinforce the organization's mission and vision, and motivate people to achieve organizational goals. • Get the word out across the organization about the great work we are doing, including both the successes and the challenges. • Partner effectively with leaders and staff throughout the organization to ensure that communications are well-matched to our mission and culture. Administration • Oversee administration of four locations, including office management, reception, organizational events, and facilities. • Work toward continuous improvement of the efficiency and effectiveness of the administrative team while also offering individuals opportunities for professional and personal growth. • Manage departmental budgets and other duties, projects, and roles as assigned.

This role demands a strategic communicator who can design and implement effective communication strategies, then bring them to life through clear, impactful writing and precise execution. The ideal candidate will be adept at translating complex information into simple, relatable messages and will thrive in a fast-paced environment, managing multiple priorities and collaborating across diverse teams. As a Communications Vice President within Human Resources, you are a master storyteller and strategic thinker, able to craft and execute communication plans that inspire, inform, and drive change. You know how to turn complex ideas into clear, compelling messages and have a proven track record of rolling up your sleeves to deliver high-quality communications-whether as part of a strategic initiative or in response to an urgent, issue-related need. Job responsibilities: Develop and deliver engaging, well-crafted communications that resonate with a global workforce of over 320,000 employees in 65 countries. Use storytelling to connect employees to organizational goals, initiatives, and culture. Write and develop comprehensive communication strategies for Performance Development, HR Operations, Learning, and support other HR communications as needed. From strategy to execution across channels, ensure all communications are aligned with business objectives and regulatory requirements, and execute these plans with precision. Write, edit, and produce timely content for a variety of channels, including email, newsletters, banners, intranet, digital signage, and more. Tailor messaging to different audiences while maintaining consistency and clarity. Partner with HR leaders, communication teams, and stakeholders to ensure communications are coordinated, consistent, and reinforce the firm's brand and values. Serve as a trusted advisor to HR stakeholders, providing guidance on communication strategy, storytelling techniques, and best practices for key initiatives and change management. Demonstrate a flexible and hands-on mindset to create and distribute firmwide and targeted communications spanning a range of topics, including pay and time, global mobility, and ad-hoc or issue-related messages. Required qualifications, capabilities, and skills: 7+ years of experience in communications, with a focus on HR-related communications BA/BS in Communications, Business, Marketing, Journalism, or a related field Proven success in developing enterprise-level messages, providing communications counsel to a range of stakeholders, and executing effective communication plans. Exceptional writing, editing, execution, and organizational skills. Self-motivated individual capable of managing multiple projects, stakeholders, and deadlines while delivering high-quality results. Ability to excel in a matrix environment, both as an individual contributor and as part of the larger Corporate Communications team.

Job Details Corporate - Morristown, NJ $150000.00 - $200000.00 SalaryDescription Villa Restaurant Group (VRG) is a dynamic, growing restaurant company committed to delivering exceptional dining experiences to our Guests. Our passion for exceptional guest experience is matched by our dedication to creating an innovative, supportive, and inclusive workplace for our 2,000-plus team members, in approximately 100 locations in eleven states. We are seeking a visionary and strategic Vice President of Human Resources to lead and manage all aspects of our HR functions, supporting the company's continued growth and success. This position is the champion of our culture and should be a role model of our Core Values: Integrity, Family Hospitality, Passion, Innovation, and Success and will regularly visit restaurant locations to represent VRG and the Human Resources Department. SUMMARY DUTIES The Vice President of Human Resources will be a key executive leader, responsible for overseeing and executing human resources, health/welfare, safety, and union relations programs and strategies across the organization ensuring that the company's workforce is aligned with its mission, vision, and goals. This individual will need to have the ability to collaborate with others in a fast-paced, multi-location and high-volume environment. Key Responsibilities: Leadership and Strategy: Partner with the executive team to develop and execute the company's human resources strategy and policies in alignment with the overall strategic business goals. Provide leadership, guidance, and mentorship to the HR and Operations team to ensure efficient and effective operations. Talent Acquisition and Development: Lead efforts to attract, retain, and develop top talent, including creating programs for succession, employee engagement, training and career development. Champion leadership development initiatives and succession planning to build strong internal leadership capabilities. Employee Engagement: Develop and implement employee engagement programs to enhance morale, productivity, and retention. Address employee relations matters, ensuring a fair, transparent, and respectful environment. Evaluate, design, and implement employee training programs designed to develop current team members to future leaders. Develop effective employee communications through leadership development, company Human Resource Information Systems (HRIS), location postings, our accounting / scheduling system, to communicate matters related to HR policy, restaurant operations, local regulation, and employee celebration. Lead initiatives to promote and inspire a workplace where all employees feel valued and respected while developing and maintaining programs that enhance work-life balance, employee well-being, and overall job satisfaction. Labor Relations Oversees labor relation strategy, collective bargaining, and proactive practices, working with operational leaders and outside labor attorneys. Partner with an employment attorney on any claims of harassment, discrimination, unlawful terminations, or any other employment matters. Compensation, Benefits, and Compliance: Oversee the company's human resource and benefits programs, ensuring competitiveness within the industry, and providing the ability to attract top talent that aligns with company goals. In addition to employee benefits, this position will oversee VRG's property and casualty and worker's compensation insurance programs to limit exposure. Will ensure compliance with all federal, state, and local labor laws and regulations Design effective total rewards programs to increase employee engagement, retention, and performance. HR Operations and Analytics: Monitor HR metrics and leverage data to drive decision-making. Manage HR technology platforms to streamline HR processes and ensure seamless workflows across departments. Regularly review and update HR policies and procedures to maintain alignment with industry best practices. Employee Health and Safety: Responsible for company safety program designed to minimize employee accident and injury programs Manages worker compensation insurance costs and reserves and establishes company Key Performance Indicators for risk minimization. VRG Advocate Represent VRG with local industry and community groups to build company/brand awareness, and build relationships with industry lobbyist groups to stay ahead of trends and government requirements. Partner with industry associations such as the National Restaurant Association and the New Jersey Restaurant and Hospitality Association building a presence and participating in industry functions and activities. QUALIFICATIONS: Bachelor's degree in Human Resources, Business Administration, or a related field (Master's degree preferred). 10+ years of progressive experience in Human Resources, with at least 5 years in a senior leadership role, preferably within the restaurant or hospitality industry. Prior experience in a unionized environment, with proven experience in the negotiation of collective bargaining agreements. Strong knowledge of labor laws, employee relations, compensation and benefits, and talent management. Demonstrated ability to build and foster a positive workplace culture that aligns with company values. Excellent communication, negotiation, and interpersonal skills.

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

LIM College - The Business of Fashion & Lifestyle is currently seeking candidates for the position of Vice President of Human Resources. About LIM College LIM College is where business, creativity, and industry innovation meet. Located in the heart of New York City one of the world's most influential fashion, retail, and lifestyle hubs LIM has been shaping future leaders since 1939. With a signature blend of academic excellence and hands-on experience, the College is nationally recognized for preparing students to thrive in the fashion and lifestyle industries. What sets LIM College apart is our strong industry partnerships, career-focused curriculum, and commitment to real-world learning. Students gain unparalleled access to internships, career development programs, and faculty who bring deep professional expertise directly into the classroom. LIM offers undergraduate, graduate, and online programs, all grounded in the business of fashion and its related sectors. LIM College is dynamic, collaborative, and student-centered. Our faculty and staff work together to create a supportive, engaging, and forward-thinking environment. As we continue to grow and evolve to meet the changing needs of higher education and the industries we serve, we seek leaders who are energized by innovation, motivated by impact, and ready to help shape the next chapter of LIM's legacy. Position Summary: LIM College is seeking an inspiring, forward-thinking Vice President of Human Resources to shape the future of our institution and lead the strategies that support our most important asset-our people. This high-impact executive role reports directly to the Executive Vice President of Finance and Operations and Treasurer and serves as the chief HR advisor to senior leadership, influencing decision-making at the highest levels of the College. The ideal candidate will be a seasoned HR executive with a minimum of 10 years of progressive HR leadership experience, including at least five years in a senior or executive-level role, ideally within higher education or another complex organizational environment. A Bachelor's degree in Human Resources, Business Administration, or a related field is required. This role demands exceptional judgment, deep knowledge of HR laws and best practices, and a strong track record of leading organizational change with professionalism, credibility, and strategic insight. As the VP of HR, you will oversee the full employee lifecycle including talent acquisition, onboarding, performance management, professional development, and long-term retention. You will modernize compensation and benefits programs, ensure compliance with employment regulations, and enhance HR operations through improved processes, policies, and effective use of HR technology. A core focus of this role is cultivating and sustaining a workplace culture that is collaborative, respectful, and high-performing. You will partner closely with faculty, staff, and leadership to strengthen communication, guide employee relations, and coach managers as they lead their teams. You will play a key role in workforce planning, succession planning, and institutional initiatives requiring HR leadership. Additionally, you will leverage HR systems, data, and analytics to inform decisions, measure progress, and support short- and long-term institutional planning. As a visible campus leader, you will collaborate across departments and contribute to committees that advance LIM College's mission and long-range success. SALARY RANGE: $140,000 - $150,000/Annually Requirements: * Bachelor's degree in Human Resources, Business Administration, or related field required * Minimum of 10 years of progressive HR leadership experience * At least 5 years in a senior or executive-level HR role * Higher education experience strongly preferred * Extensive knowledge of HR laws, regulations, and best practices * Strong communication, leadership, and relationship-building skills * Demonstrated ability to lead organizational change and support institutional goals Why Work at LIM College? * High-impact leadership role with campus-wide influence * Collaborative, mission-driven environment focused on student and employee success * Opportunity to shape HR strategy and drive meaningful organizational growth * Competitive compensation and benefits package How to Apply Submit your resume and cover letter to LIM College's Career Page and addressed to Michael Donohue, Executive Vice President of Finance and Operations, Treasurer (***********************).

Introduction Established in 1912, Bank of China is one of the largest banks in the world, with over $3 trillion in assets and a footprint that spans more than 60 countries and regions. Our long-term outlook, institutional weight and global breadth provide our clients with a stable and reliable financial partner, whether in Corporate or Personal Banking or our Trade Services, Commodities, Financial Institutions and Global Markets lines of business. Overview The Associate/AVP is responsible for coordinating and conducting human resources functions in the areas of recruitment, onboarding, background checks and other ad hoc projects. They also advise and assist in implementing relevant bank policies and procedures. Responsibilities Recruitment Assist in analyzing, evaluating, developing and maintaining the Bank's staffing needs and ensure its execution by reviewing new hire applications and job descriptions provided by user departments. Understand recruitment related employment law. Perform full cycle recruitment activities including but not limited to creating job postings, sourcing, screening resumes, liaising with staffing agencies, coordinating interviews, and making recommendations to hiring managers. Maintain up to date records of the recruiting process including resumes received, and interviews conducted. Assist with the intern to full-time and consultant to full-time conversion process following the Bank's recruitment policies and procedures. Onboarding Conduct the new hire onboarding program by providing introductory presentations, collecting and verifying required documents, etc. Collaborate with Payroll team to maintain and manage information in personnel folders/files/database. Conduct annual review of the onboarding documents and process with outside counsel and relevant parties. Monitor the legal requirements and changes related to employee onboarding process and make recommendation as needed. Termination Facilitate employee termination processes by sending out relevant notifications, collecting and seeking approvals on access deactivation documents, and setting up exit interviews. Document all termination notification, forms and communications. Compliance Follow all internal policies and procedures within the Bank's risk framework. Escalate any potential violation of internal policies and procedures and/or any local, state and federal laws. Support periodic audit by providing documentation evidence. Ad Hoc Project Participate and manage departmental/bank-wide ad hoc projects on an as needed basis. Qualifications Bachelor's degree required, ideally in Human Resources, Organizational Development, Labor Relations, or other related majors; Master's degree preferred. For Associate level, 1-3 years of HR related experience with strong interest and passion in HR as a career required. For AVP level, at least 4 years of HR related experience required. Be capable of multi-tasking and working in fast-paced environment. Excellent communication skills in verbal and writing is a must, bilingual ability in Mandarin is highly preferred. Pay Range USD $42,000.00 - USD $150,000.00 /Yr.

The Director, Human Resources Operations is responsible for overseeing strategic and operational HR functions across the employee lifecycle. This role ensures a strong foundation of people engagement, performance management, workforce planning, compliance, and data integrity. This role partners closely cross functionally to drive consistent and high-impact results across the organization both within the HR department, as well as cross-departmentally with Facilities, Technology and Legal. Responsibilities Employee Engagement & Events Make data-driven recommendations utilizing employee and organizational feedback to improve the employee experience, including design, deployment, and action planning to enhance culture and engagement. Plan and oversee employee engagement events, including but not limited to staff outings, volunteer events, employee lunches, and internal celebrations. Coordinate additional ad hoc employee initiatives such as headshots, lunch & learn programs, and organizational awards. Performance Management Mange the annual review cycle, including goal setting, mid-year and year-end reviews, and promotion process. Develop and deliver employee communications related to performance processes, send timely reminders, and provide weekly status updates to stakeholders. Manage the performance management system, including setting up and testing the annual review process, generating required reports, supporting system training, and supporting future system enhancements and implementations. Maintain accurate employee data, including overseeing promotion updates and reporting structure changes in HR systems. Contingent Workforce Oversee contingent workforce lifecycle management through external staffing partners and internal processes. Lead strategy, vendor selection, and process improvements for contingent workforce management. Partner with HRBPs who manage the day-to-day contingent worker experience and workforce strategy within client groups. Onboarding & Orientation Oversee end-to-end onboarding processes, ensuring consistency and a positive experience for all new hires, including the contingent workforce. Enhance orientation programming to reflect company culture, policies, systems, and early success enablement, applying ongoing feedback to continually review and modify the employee experience. Partner with Tech, Facilities, and hiring managers to deliver a seamless Day 1 and overall onboarding experience, including creation of manager and employee resources. Manage and oversee pre-employment screening processes and procedures, including vendor management, compliance, adverse action, and process improvements. Support and enhance the relocation experience and processing in coordination with the Total Rewards team. Compliance & Policies Own the development, maintenance, and distribution of company-wide HR policies and the employee handbook. Ensure adherence to all local, state, and federal employment laws and regulations. Monitor changes in employment legislation and recommend policy updates. Oversee and track mandatory compliance trainings (e.g., Code of Conduct, Anti-Harassment, Non-Discrimination, Gambling, etc.). Lead I-9 compliance, unemployment claims management, employment classification audits, EEO-1 reporting, and required labor law postings. Employee Data Management Oversee employee records management, including digital employee folders and secure documentation processes, as well as managing and ensuring employee data integrity in our HCM. Manage employment verification requests and maintain compliance with data privacy standards. Lead headcount management, including organizational charts and workforce planning documentation. Additional Responsibilities Partner with Facilities to lead space planning, desk assignments, and office move coordination, ensuring space utilization aligns with organizational growth and hybrid workforce needs. Maintain updated seating charts and provide headcount data to inform workspace strategy. Act as the HR lead in crisis and emergency planning and execution, developing and maintaining response protocols for employee communication, safety, and organizational continuity. Manage training coordination for office safety preparedness. Qualifications Bachelor's Degree required. 8+ years of progressive HR experience required, including 3+ years in a leadership role. Required Skills In-depth knowledge of employment law, HR compliance, and people operations. Solid experience with HR systems (Workday preferred), project and vendor management. Demonstrated ability to manage complex projects and cross-functional partnerships. High-level of commitment to quality work product and organizational ethics, integrity and compliance. Ability to work effectively in a fast-paced, team environment. Strong interpersonal skills and the ability to effectively communicate, both verbally and in writing. Demonstrated decision making and problem-solving skills. High attention to detail with the ability to multi-task and meet deadlines with minimal supervision. Proficiency in Word, Excel, PowerPoint and Outlook. Desired Skills Knowledge of the Spanish Language (business proficiency) Knowledge of the sport of soccer Total Rewards Major League Soccer offers a competitive starting base salary of $115,000 - $150,000, based on individual qualifications, market financials, and operational business needs. We are committed to providing a Total Rewards package that attracts, supports, engages, and retains talent. Our benefits package includes comprehensive medical, dental, and vision coverage, a $500 wellness reimbursement, and generous Holiday and PTO schedule to promote work-life balance. We also prioritize career and professional development, offering on-the-job training, feedback, and ongoing educational opportunities. We believe in the power of in-person collaboration to fuel creativity, strengthen connections, and cultivate a vibrant workplace. As a result, employees are required to work from an MLS office at least four days a week. We understand the value of balance, so employees also have the flexibility of working remotely on Fridays, along with the option to take up to two additional remote flex days each month. At Major League Soccer, we are proud to be an equal opportunity employer. We value diversity and inclusion and believe that a diverse workforce enhances our ability to compete in the marketplace. We are committed to providing equal employment opportunities to all individuals regardless of race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. We are dedicated to ensuring that individuals with disabilities are provided reasonable accommodation throughout the job application or interview process, essential job functions, and other benefits and privileges of employment. If you require accommodation, please contact us to request it. Join our team and be part of the Major League Soccer family, where we elevate the game and inspire greatness!