Human resources manager jobs in Plainfield, NJ

The HR Manager will be responsible for managing employee relations issues from inception through resolution, counseling and coaching managers on performance issues, and providing exceptional customer service with regard to day to day issues and inquiries. Responsibilities: Key Accountabilities: Support senior leadership team and corporate associates on all HR related needs including managing business needs and changes Provide advice, assistance, and follow-up on company policies, procedures, and documentation Manage the resolution of specific policy-related and procedural problems and inquiries Partner with the HR leadership to develop, manage, and implement human resources programs and guidelines for recruitment, employee relations, performance management, employee recognition, employee disputes, and organizational development Implement corporate HR programs, procedures, and policies to fulfill both organizational needs and corporate requirements Manage sensitive and confidential information Ensure consistent application of company policies and procedures Manage relationships with cross functional partners Assume responsibility for other tasks and projects as assigned Education and Experience: Bachelor's degree 5+ years of experience in corporate human resources Retail industry experience a plus Skills and Behaviors: Must have demonstrated experience in managing a variety of employee relations issues, counseling all levels of staff, while working in an environment of change Excellent problem-solving and conflict-resolution skills Excellent verbal and written communication skills and a professional, approachable demeanor Outstanding customer service skills required. Knowledge of employee relations and HR legal/regulatory issues, applicable laws, and liability related to HR functions Ability to meet deadlines with quality and attention to detail

Responsibilities Drive HR strategy by partnering with leadership on talent planning, recruitment, retention, and succession initiatives Provide expert guidance on complex HR issues, including accommodations, investigations, disciplinary actions, and terminations Manage HR systems and processes such as timekeeping, benefits enrollment, time‑off requests, and employee record accuracy Develop and evaluate programs by analyzing compensation trends, proposing competitive pay structures, and creating learning and development opportunities Ensure compliance and best practices through policy reviews, regulatory adherence, and staying current on HR trends and employment law Qualifications Bachelor's degree in Human Resources, Business Administration, or a related discipline; Master's degree preferred At least three years of HR management experience, with leadership background strongly desired SHRM-CP or SHRM-SCP certification Salary: $100k-$140k Ask for: Aarti Manchanda Ajulia Executive Search is a New Jersey based Executive Search Firm specializing in retained searches in multiple sectors, including Manufacturing, Finance, IT, Legal, and Pharmaceutical. We have a nationwide client base and offer services in temporary and direct hire placements

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.

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.

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.

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!

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.

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!

Title: HR Associate Duration: 6 Months Job Type: Temporary Assignment Work Type: Hybrid Shift: 8:30 AM - 5.00 PM (core business hours) Payrate:$ 27.50 - 27.50/hr. Overview: TekWissen is a global workforce management provider headquartered in Ann Arbor, Michigan that offers strategic talent solutions to our clients world-wide. Our client is a top manufacturer of roofing and waterproofing solutions in North America, operating 30 locations throughout the U.S. They offer a range of products for both commercial and residential roofing, along with pavement coatings. Job Description: Summary The HR Shared Services Associate serves as the liaison to employees and managers in a call center environment and/or business location(s). Acts as an HR Generalist in a primary point of contact role for employees to support, respond, handle, answer, and action issues/questions regarding policies, procedures, and HR systems. Will support centralization projects about process redesign along with program and policy improvements. Essential Duties and Responsibilities: Employee and Manager Support: Handling a high volume of inbound calls on the HRXpert phone line, creating cases in HRConnect for each call, and resolving inquiries in a timely manner. Issue Resolution: Researching and resolving diverse HR issues to ensure accurate information and appropriate support are provided. HR Life Cycle Support: Guiding employees through various HR processes, including onboarding, leave management, job changes and offboarding. Service Excellence: Delivering exceptional customer service, ensuring inquiries are addressed promptly and effectively. Compliance Assurance: Ensuring adherence to company policies and governmental regulations, including I9 and eVerify requirements. Data Quality: WorkDay data entry and transactions for various employee lifecycle events (hires, job changes, compensation, etc.). Supporting Open Enrollment and Leave of Absence activities. Collaboration: Ability to work effectively across various shared service teams (IT, HR, Payroll, Legal, etc) Timely Escalations: Escalating customer dissatisfaction when necessary to the right HR Specialist. Required Qualifications: Bachelor's Degree in Human Resources or related field. Minimum of 1 year of HR experience, preferably various areas of HR such as Onboarding and Offboarding process management, HRIS, Benefits, & LOAs, supporting multi-site or remote clients. Experience working in shared services environments and with HR technologies. Excellent verbal and written communication skills. Ability to partner across the company and with executive leadership. Strong presentation and delivery skills. Ability to take initiative and solve business problems. Adept at handling multiple competing priorities and duties in a fast-paced, results-driven, rapidly changing environment - with minimal daily oversight. Fluent in Spanish is a plus Under This Roof, We Also Value Experience with ADP products, Workday/HRIS systems, and SAP. Experience with case management systems like Neocase, ServiceNow, Salesforce HR, or Oracle products. Strong problem-solving and analytical skills. Excellent customer service orientation and attention to detail. Proficiency in MS Office or Google products. Ability to manage a high-volume and fluctuating workload. Preferred Requirements Proficiency in Google Suite (including Gmail, Drive, Docs, Meet, Sheets, Slides, and Calendar) is highly preferred. Bilingual fluency in Spanish and English is highly preferred. The ideal candidate will be proactive, willing to assume additional responsibilities, open to learning new tasks, capable of rapid integration, and require minimal supervision. Essential Requirements Demonstrated customer service skills and professional phone etiquette. Upholding strict confidentiality. Experience with I9 form processing. Knowledge of records retention protocols. A willingness to assist with administrative tasks, including filing and organization. Exceptional written and verbal communication abilities. Resourcefulness and intellectual curiosity. High energy and motivation. TekWissen Group is an equal opportunity employer supporting workforce diversity.

Adecco Creative is partnering with a major NYC Fashion house to recruit for an Employee Relations Manager role. This position will be contract and a hybrid schedule in Midtown Manhattan. Those with strong experience in employee investigations are encouraged to apply. Primary Purpose: The Manager, Employee Relations is responsible for managing and executing ER processes, products and services aligned with Human Resources mission and objectives. This role provides consulting to business partners and supports the successful resolution of ER issues working in close partnership with the ER team, HR Partners, and cross-functional colleagues in legal, asset protection and the business. The successful individual will leverage their proficiency in Employee Relations to: Sensitively and skillfully manage resolution of employee relations (ER) issues: Manage complex and escalated investigations (e.g., harassment, discrimination, retaliation, hostile work environment, Code of Conduct, and complex performance/policy violations). Partner with Legal/Compliance on high-risk matters and remediation plans. Partner to execute involuntary terminations Creating preventative action plans by proactively spotting issues Resolve employee complaints Support responses to natural disasters, emergencies and critical incidents Coaching People Managers on ER skills and management of ER issues as require Support the successful resolution of ER investigations: Ensure investigations are conducted timely, thoroughly, and objectively with clear documentation, findings, and action recommendations Conduct fact finding, including in-person or virtual interviews of parties involved Provide written investigative reports, summaries and outline corrective action Contribute to formal responses to outside agencies Follow-up with stakeholders and decision makers on remedial action and preventative efforts Engage in interactive process under ADA and associated federal, state, and local laws Own end-to-end ADA/ADAAA (and applicable state/local) reasonable accommodation cases, including the interactive process, documentation review, and determination. Advise HRBPs and managers on job modifications, leave interactions (e.g., FMLA), undue hardship assessments, and return-to-work plans. Compliance and reporting Manage and maintain all tracking, documentation and reporting. Monitor new / updated federal / state / local guidelines and regulations Participate in policy review and updates The accomplished individual will possess: Knowledge of employee relations, ADA, accommodations, and legal guidelines and compliance regulations Investigation skills Aptitude in producing reports and summaries with strong written and verbal communication; crisp, defensible documentation Coaching and counseling skills Strong communication, collaboration and customer focus Ability to manage multiple priorities; project management proficiency Critical thinking, judgement and ability to work through ambiguity Proficiency in use of HRIS systems and Microsoft Excel, Word, PowerPoint, Outlook and Internet Available to work flexible hours to meet the needs of the retail clients across various time zones (including handling critical calls if needed when stores are open weeknights and weekends) The accomplished individual will possess bachelor's degree with 5+ years' experience in human resources, employee relations, or investigative field, corporate and retail industry experience preferred and have the ability for 10% Travel.

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

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.

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.

Join our HR Control Management team today! This team maintains a strong and consistent control environment through a joint accountability model that align managers with each function and region to mitigate operational risk. The team focuses on four areas: Risk Identification & Assessment, Control Design & Evaluation, Issues & Control Deficiencies and Control Governance & Reporting. Control Management serves as an independent function within Human Resources to advise, counsel and assess risk mitigation strategies, in addition to effective evaluation of processes, risks and controls. As a Control Manager Vice President in the HR Control Management team, you will be part of a team that ensures strong and consistent controls are observed across the firm. Reporting to the Product Portfolio Control Lead, you will be responsible for the control framework of global benefits. You will focus on improving and delivering risk and control processes and programs; provide operational support and execution to the control function in tasks needed to improve operational excellence; helping to build automated solutions to improve the function; whilst building strong partnerships with HR and Corporate Function leaders to help mitigate risk. Job responsibilities Create a proactive risk and control culture that leverages proven evaluation strategies and sound change management protocols. Deliver end-to-end project management support for internal audits and external regulatory exams supporting benefits. Prepare control committee materials. Partner on regulatory matters with Compliance and Audit. Review and analyze policy, standards, and regulatory obligations to proactively identify existing and emerging operational risks and issues to support benefit-related programs and strategies. Engage with control colleagues across the firm, business, operations management, legal, compliance, risk, audit, regulators and technology control functions. Provide leadership support for the end-to-end execution of the Control and Operational Risk Evaluation (CORE), including control deficiencies and resolutions, to reduce financial loss, regulatory exposure, and reputational risk. Translate business requirements into effective and streamlined technical solutions using programming skills, database knowledge, and design skills to satisfy the requirements. Provide additional process and program portfolio support activities may including but not limited to Control Operational Risk Evaluation (CORE), Office of Legal Obligations (OLO), Inter Affiliate Services (IAS) and other control programs. Required qualifications, capabilities, and skills Bachelor's degree or equivalent experience. 7+ years of financial service experience in controls, audit, quality assurance, risk management, or compliance. Ability to assess risk from multiple perspectives (Legal/Regulatory/Operational/Client and Reputational) and then have meaningful business conversations, grounded in materiality and practical application. Excellent written and verbal communication skills with an ability to influence business leaders in a meaningful and actionable manner. Flexible, adaptable to shifting priorities; manages competing priorities to achieve the most effective results. Strong project time management skills to meet strict regulatory deadlines; ability to understand a process and associated risk to inform control design. Solid critical thinking, attention to detail and analytical skills; able to synthesize large amounts of data and formulate appropriate conclusions including understanding root cause / identifying control deficiencies, developing timely and sustainable solutions and analyzing metrics for emerging risk. Implementation skills including writing action plans and procedures, change management and the ability to make subjective and informed decisions based upon output, influence stakeholders and justify decision making. Proficient knowledge of control and risk management concepts with the ability to design, create and evaluate the operational risk and control environment in conjunction with business partners. Proficient in Microsoft Office Suite (Word, Excel, PowerPoint, Visio). Additional Information Applicants must be authorized to work for any employer in the U.S. We are not able to provide immigration sponsorship or take over sponsorship of an employment Visa at this time. Final Job Grade level and corporate title will be determined at time of offer and may differ from this posting. This role does not provide relocation assistance so all candidates must be local to the work locations listed in the job posting or willing to relocate on their own immediately upon hiring.

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.

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.

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

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!