Human resources manager jobs in Schenectady, NY

**Why Us?** At Par Health, we believe great healthcare is built on getting the essentials right. We're looking for passionate, talented individuals who share our commitment to improving lives. With 4,000+ team members worldwide, we lead with pride and purpose-prioritizing quality and safety while fostering a culture of continuous improvement, accountability, and teamwork. Elevating the Essentials isn't just our tagline, it's the higher standard we live by every day. ** Summary** The Human Resources Plant Manager at our Hobart, NY facility provides leadership and direction in the areas of employee engagement, organizational design, training, benefits, compensation and employee/labor relations to ensure the HR strategy positively impacts the site and the organization. This is a site leadership role that collaborates with other site leadership members and the corporate Human Resources team to drive strategic and tactical Human Resources programs, policies, and initiatives to support the business. Must be able to assess, identify or develop, implement and monitor policies and programs related to staffing, recruiting, compensation, training, benefits, and employee relations consistent with division strategic and tactical plans. Other highly desirable experiences include practicing in a highly regulated environment, experience with Worker's Compensation/Occupational Health and promoting cultural change and performance excellence manufacturing initiatives. Creates departmental objectives, recommends operational policies, and proposes annual budgets. Develops and administers budgets, schedules, and performance standards. Has full management responsibility over staff, including performance appraisals, salary, etc. Leads change management initiatives and coordinates with corporate communications as needed. **Job Description** **SUMMARY OF POSITION** : The Human Resources Plant Manager at our Hobart, NY facility provides leadership and direction in the areas of employee engagement, organizational design, training, benefits, compensation and employee/labor relations to ensure the HR strategy positively impacts the site and the organization. This is a site leadership role that collaborates with other site leadership members and the corporate Human Resources team to drive strategic and tactical Human Resources programs, policies, and initiatives to support the business. Must be able to assess, identify or develop, implement and monitor policies and programs related to staffing, recruiting, compensation, training, benefits, and employee relations consistent with division strategic and tactical plans. Other highly desirable experiences include practicing in a highly regulated environment, experience with Worker's Compensation/Occupational Health and promoting cultural change and performance excellence manufacturing initiatives. Creates departmental objectives, recommends operational policies, and proposes annual budgets. Develops and administers budgets, schedules, and performance standards. Has full management responsibility over staff, including performance appraisals, salary, etc. Leads change management initiatives and coordinates with corporate communications as needed. **ESSENTIAL FUNCTIONS** : + Develops the Human Resource strategic direction for the plant in collaboration with the Site Leadership Team. + Ensures the adherence to and consistent application of established policies, programs, and procedures that apply to all employees of the site. + Engages in a regular review of Plant and Company policies and procedures, and collaborates with Site Leadership and Corporate HR to revise and change policies and procedures. + Ensures compliance in all HR-related regulatory areas of responsibility (EEO, OFCCP, OSHA, FMLA, ADA, etc.). + Works effectively with Corporate HR and Legal counsel to resolve issues related to labor/employee relations, pending legal cases and arbitrations, and compliance activity. + Talent Management: Provides leadership and direction in the areas of recruitment, retention, and succession planning for both the hourly and salaried workforce. + Provides guidance on and ensures compliance with company compensation plan. + Implements and maintains affirmative action program and records to conform with EEO Regulations. + Provides leadership and direction in the areas of employee engagement, organizational design, training, benefits, medical, compensation, and employee/labor relations. + Partners with Site Leadership to create and maintain professional development and training programs that improve results and increase the skill level of the workforce, while supporting site and organization objectives. + Partners with the Site Director, EHS Department, and Site Leadership to create and maintain programs that ensure the highest level of safety at the Plant. + Effectively manages multiple projects and provides guidance to subordinate managers on priorities, strategy, and resources. + Effectively administers performance management and compensation planning programs at the site, particularly the annual review process for salaried employees, and ensures a high quality and efficient process. + Develops appropriate strategies to effectively communicate information to both internal (employee) and external (community) groups regarding relevant information and updates about the site. + Provides leadership and developmental guidelines for direct reports and indirect reports as it relates to their professional growth and the needs of the department and business. + Guide managers on performance and behavior issues including performance improvement plans and corrective action. + Coach employees and management through complex and difficult situations. + Serve as leader or active member on various committees or project teams within and outside the HR organization, as needed. **MINIMUM REQUIREMENTS** **:** _Education:_ Bachelor's Degree in Human Resources or related field. Equivalent work experience will be considered. Advanced Degree attainment along with HR certification are preferred but not required. _Experience:_ A minimum of 8 years of related experience, within the HR function is required, with particular emphasis within the Generalist/Business Partner area. _Preferred Skills/Qualifications:_ + Working knowledge of the Pharmaceutical or Life Sciences industry highly preferred. + Experience supporting a complex manufacturing environment preferred. _Skills/Competencies:_ + Strong analytical and problem solving skills with the ability to work through complex and ambiguous situations + Able to work collaboratively in a team environment + Able to make decisions independently with minimal supervision + Strong sense of urgency, initiative, and drive for results + Able to work in a fast pace environment + Able to multi-task and manage workload effectively + Able to demonstrate confidence in data driven decision making and work with all levels of leadership + Strong communication and influencing skills + Able to lead cross functional teams through projects Proficient in Microsoft Office and HR related systems _Other Skills:_ **ORGANIZATIONAL RELATIONSHIPS/SCOPE** : This position reports directly to the Sr. Director Human Resources. This position has direct reports. **WORKING CONDITIONS:** Plant environment requiring ability to maintain face-to-face contact with employees throughout the campus. Willingness to work in plant environment that requires all employees to participate in safety programs designed to minimize potential and/or actual exposure levels **DISCLAIMER:** The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position. The expected base pay range for this position is $150,000 - $185,000. Please note that base pay offered may vary depending on factors including job-related knowledge, skills, and experience. This position is eligible for a bonus in accordance with the terms of the applicable program. Bonuses are awarded at the Company's discretion. **EEO Statement:** We comply with all applicable federal, state, and local laws prohibiting discrimination and harassment, and provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, veteran status, or genetic information, or any other classification protected by federal, state or local law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for the companies Northeast locations. Essential Job Functions Recruiting and staffing Organizational and space planning Employment and compliance to regulatory concerns Employee orientation, development, and training Employee relations Advise managers on organizational policy issues Provides oversight, supervision and direction to support the delivery of HR programs and services designed to meet the unique needs of the company Coach and mentor high potential and high professional employees as part of the organization's focus on talent development Assist in building a strong organizational culture Ensure compliance with all pertinent HR-related laws and regulations Contribute to enterprise initiatives and projects Summary The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for the companies Northeast locations. Essential Job Functions Recruiting and staffing Organizational and space planning Employment and compliance to regulatory concerns Employee orientation, development, and training Employee relations Advise managers on organizational policy issues Provides oversight, supervision and direction to support the delivery of HR programs and services designed to meet the unique needs of the company Coach and mentor high potential and high professional employees as part of the organization's focus on talent development Assist in building a strong organizational culture Ensure compliance with all pertinent HR-related laws and regulations Contribute to enterprise initiatives and projects Competencies Excellent organizational, communication, and presentation skills Ability to build partnerships with leaders at all levels; excellent customer focus Strong negotiation, conflict resolution, influencing, and management skills Education/Experience Bachelor's degree or equivalent combination of education and experience Operations experience preferred but not required, with at least one year working in/supporting a multi-site environment Minimum of 3 years in a HR Manager role or equivalent Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. The employee is occasionally required to sit, climb, balance, stoop, kneel, crouch or crawl. The employee must frequently lift and move up to 10 pounds and occasionally lift and move objects up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. Skills & Requirements Competencies Excellent organizational, communication, and presentation skills Ability to build partnerships with leaders at all levels; excellent customer focus Strong negotiation, conflict resolution, influencing, and management skills Education/Experience Bachelor's degree or equivalent combination of education and experience Operations experience preferred but not required, with at least one year working in/supporting a multi-site environment Minimum of 3 years in a HR Manager role or equivalent Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. The employee is occasionally required to sit, climb, balance, stoop, kneel, crouch or crawl. The employee must frequently lift and move up to 10 pounds and occasionally lift and move objects up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.

Job Title: Director of Human Resources, Employee Relations, and Training & Development Department: Human Resources Employment Type: Full-Time Reports To: Chief Human Resources Officer FLSA Status: Exempt (Salaried) Schedule: M-F, 7:30 a.m.-5:00 p.m. Salary Range: $125,000-$175,000 About Us: For over 30 years, Carver Companies has been a leading provider of construction materials, marine transportation, and infrastructure services across the East Coast. With operations in New York, South Carolina, and Canada, our fundamental belief has been to provide unparalleled service to all while maintaining our values of honesty and integrity both on land and sea. Strategic HR Leadership • Develop and execute an HR strategy that aligns with Carver Companies' business objectives across all U.S. and Canadian operations. • Serve as a strategic advisor to senior leadership on workforce planning, organizational development, and talent management. • Proactively identify and implement HR initiatives that support company growth, operational excellence, and employee engagement. • Use HR metrics and employee feedback to inform decisions on culture, retention, training, and organizational effectiveness. Employee Relations, Culture, and Engagement • Serve as a senior-level resource for complex employee relations matters, providing guidance to leaders on investigations, corrective action, performance improvement, and conflict resolution. • Oversee and as needed, conduct thorough, timely, and well-documented investigations into employee concerns, policy violations, and workplace issues, ensuring fairness, consistency, and legal compliance. • Coach managers and supervisors on effective people leadership, including feedback conversations, progressive discipline, performance documentation, and respectful workplace behaviors. • Partner with leadership to shape and reinforce a culture of trust, accountability, safety, and inclusion across all locations. • Design and implement engagement strategies and action plans, including pulse surveys, focus groups, and follow-up initiatives to improve morale, retention, and communication. • Serve as an escalation point for sensitive matters, helping to balance employee needs with operational and legal requirements. Talent, Learning, and Development • Oversee recruitment strategies to attract and retain top talent, with a focus on industrial and skilled labor markets. • Develop and manage a comprehensive training and development framework for all levels of the organization, including front-line employees, supervisors, and leaders. • Build and maintain an annual training calendar that includes onboarding, safety, compliance, technical skills, and leadership development programs. • Partner with operations and safety teams to ensure robust onboarding and ongoing training programs for field, shop, marine, and office-based employees. • Design and/or deliver training modules on key HR topics (e.g., harassment prevention, respectful workplace, performance management, coaching skills, conflict resolution, progressive discipline). • Lead performance management and employee development programs that foster growth, accountability, and leadership readiness, including goal setting, evaluations, and development plans. • Develop workforce development programs and pipelines, including partnerships with trade schools, unions (if applicable), and local educational institutions across all regions. • Drive diversity, equity, and inclusion (DEI) initiatives, including awareness training and inclusive leadership practices, to promote an inclusive and supportive workplace. Compliance and Risk Management • Ensure compliance with federal, state, provincial, and local employment laws and regulations in the U.S. and Canada. • Develop, update, and communicate HR policies and procedures that support legal compliance and industry best practices. • Partner with operations leadership to promote a culture of workplace safety and compliance, including training, corrective actions, and continuous improvement. • Mitigate risk by ensuring appropriate documentation, consistent application of policies, and timely escalation of high-risk issues to the CHRO and Legal. HR Operations and Process Improvement • Lead and mentor the HR team across multiple locations, fostering a culture of collaboration, service, and accountability. • Evaluate and enhance HR systems, processes, and technologies to improve efficiency, data accuracy, and decision-making. • Oversee administration of compensation and benefits programs to remain competitive within the industrial sector, while aligning with company budgets and pay practices. • Standardize core HR processes (onboarding, offboarding, performance management, investigations, corrective actions, and training documentation) across locations. Cross-Functional Collaboration • Partner with senior leadership and operational teams to address workforce needs and align HR strategies with business goals. • Collaborate with Safety, Operations, Finance, and Legal to support organizational initiatives and drive company-wide engagement and compliance. • Work closely with site leadership teams to understand local dynamics and tailor employee relations, training, and development support accordingly. Qualifications: • Education: Bachelor's degree in Human Resources, Business Administration, Industrial/Organizational Psychology, or a related field; a Master's degree or HR certification (e.g., SHRM-SCP, SPHR) is preferred. • Experience: o 8-10 years of progressive HR leadership experience, including 3-5 years managing HR teams in industrial, construction, manufacturing, maritime, or related sectors. o Demonstrated experience leading complex employee relations matters, including investigations, conflict resolution, and performance management. o Proven track record in designing, implementing, and measuring training and development programs for diverse employee populations and leaders. • Leadership: Proven ability to lead multi-site HR teams, influence senior leaders, and align HR initiatives with business strategy. • Strategic Thinking: Experience developing and executing HR strategies that drive business performance, culture, and employee engagement. • Compliance Knowledge: Deep understanding of employment laws and regulatory compliance in the U.S.; familiarity with Canadian employment standards and practices is strongly preferred. • Communication: Strong interpersonal, facilitation, and communication skills, with the ability to engage and influence stakeholders across regions and levels. • Travel: Willingness and ability to travel domestically and internationally to support Carver operations; a valid passport is required. Physical Requirements: • Ability to perform occasional physical counts of assets, including lifting and moving items up to 25 lbs. • Ability to work at a desk or computer for extended periods. • Occasional travel may be required. Additional Requirements: • Must be authorized to work in the United States. • Consideration for employment in this role is contingent upon the successful completion of all pre-employment requirements, including a background check, drug screen, and driving record review (if applicable). Work Environment: • Work is primarily performed in a professional office setting with moderate noise levels and controlled temperatures. • Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions. • Standard business hours with extended hours as needed. What We Offer: • Paid Time Off • Comprehensive Medical, Dental, and Vision Insurance • Additional Coverage Through AFLAC • Company-Paid Holidays • 401(k) with an 8% Match • Short-Term and Long-Term Disability • Group Life Insurance • Employee Assistance Fund • Emergency Service Worker Bonus • Employee Referral Bonus • 15% Carhartt Discount for all employees - NY only Employee and Compliance Information Carver Companies is an equal opportunity employer and does not discriminate based on race, color, religion, sex, national origin, disability, age, sexual orientation, gender identity, or any other protected status under federal, state, or local laws. Disclaimer This job description is intended to describe the general nature and level of work performed. It is not an exhaustive list of all duties, responsibilities, and qualifications required of employees assigned to this position.

Job Title: Director of Human Resources, Employee Relations, and Training & Development Department: Human Resources Employment Type: Full-Time Reports To: Chief Human Resources Officer FLSA Status: Exempt (Salaried) Schedule: M-F, 7:30 a.m.-5:00 p.m. Salary Range: $125,000-$175,000 About Us: For over 30 years, Carver Companies has been a leading provider of construction materials, marine transportation, and infrastructure services across the East Coast. With operations in New York, South Carolina, and Canada, our fundamental belief has been to provide unparalleled service to all while maintaining our values of honesty and integrity both on land and sea. Strategic HR Leadership * Develop and execute an HR strategy that aligns with Carver Companies' business objectives across all U.S. and Canadian operations. * Serve as a strategic advisor to senior leadership on workforce planning, organizational development, and talent management. * Proactively identify and implement HR initiatives that support company growth, operational excellence, and employee engagement. * Use HR metrics and employee feedback to inform decisions on culture, retention, training, and organizational effectiveness. Employee Relations, Culture, and Engagement * Serve as a senior-level resource for complex employee relations matters, providing guidance to leaders on investigations, corrective action, performance improvement, and conflict resolution. * Oversee and as needed, conduct thorough, timely, and well-documented investigations into employee concerns, policy violations, and workplace issues, ensuring fairness, consistency, and legal compliance. * Coach managers and supervisors on effective people leadership, including feedback conversations, progressive discipline, performance documentation, and respectful workplace behaviors. * Partner with leadership to shape and reinforce a culture of trust, accountability, safety, and inclusion across all locations. * Design and implement engagement strategies and action plans, including pulse surveys, focus groups, and follow-up initiatives to improve morale, retention, and communication. * Serve as an escalation point for sensitive matters, helping to balance employee needs with operational and legal requirements. Talent, Learning, and Development * Oversee recruitment strategies to attract and retain top talent, with a focus on industrial and skilled labor markets. * Develop and manage a comprehensive training and development framework for all levels of the organization, including front-line employees, supervisors, and leaders. * Build and maintain an annual training calendar that includes onboarding, safety, compliance, technical skills, and leadership development programs. * Partner with operations and safety teams to ensure robust onboarding and ongoing training programs for field, shop, marine, and office-based employees. * Design and/or deliver training modules on key HR topics (e.g., harassment prevention, respectful workplace, performance management, coaching skills, conflict resolution, progressive discipline). * Lead performance management and employee development programs that foster growth, accountability, and leadership readiness, including goal setting, evaluations, and development plans. * Develop workforce development programs and pipelines, including partnerships with trade schools, unions (if applicable), and local educational institutions across all regions. * Drive diversity, equity, and inclusion (DEI) initiatives, including awareness training and inclusive leadership practices, to promote an inclusive and supportive workplace. Compliance and Risk Management * Ensure compliance with federal, state, provincial, and local employment laws and regulations in the U.S. and Canada. * Develop, update, and communicate HR policies and procedures that support legal compliance and industry best practices. * Partner with operations leadership to promote a culture of workplace safety and compliance, including training, corrective actions, and continuous improvement. * Mitigate risk by ensuring appropriate documentation, consistent application of policies, and timely escalation of high-risk issues to the CHRO and Legal. HR Operations and Process Improvement * Lead and mentor the HR team across multiple locations, fostering a culture of collaboration, service, and accountability. * Evaluate and enhance HR systems, processes, and technologies to improve efficiency, data accuracy, and decision-making. * Oversee administration of compensation and benefits programs to remain competitive within the industrial sector, while aligning with company budgets and pay practices. * Standardize core HR processes (onboarding, offboarding, performance management, investigations, corrective actions, and training documentation) across locations. Cross-Functional Collaboration * Partner with senior leadership and operational teams to address workforce needs and align HR strategies with business goals. * Collaborate with Safety, Operations, Finance, and Legal to support organizational initiatives and drive company-wide engagement and compliance. * Work closely with site leadership teams to understand local dynamics and tailor employee relations, training, and development support accordingly. Qualifications: * Education: Bachelor's degree in Human Resources, Business Administration, Industrial/Organizational Psychology, or a related field; a Master's degree or HR certification (e.g., SHRM-SCP, SPHR) is preferred. * Experience: o 8-10 years of progressive HR leadership experience, including 3-5 years managing HR teams in industrial, construction, manufacturing, maritime, or related sectors. o Demonstrated experience leading complex employee relations matters, including investigations, conflict resolution, and performance management. o Proven track record in designing, implementing, and measuring training and development programs for diverse employee populations and leaders. * Leadership: Proven ability to lead multi-site HR teams, influence senior leaders, and align HR initiatives with business strategy. * Strategic Thinking: Experience developing and executing HR strategies that drive business performance, culture, and employee engagement. * Compliance Knowledge: Deep understanding of employment laws and regulatory compliance in the U.S.; familiarity with Canadian employment standards and practices is strongly preferred. * Communication: Strong interpersonal, facilitation, and communication skills, with the ability to engage and influence stakeholders across regions and levels. * Travel: Willingness and ability to travel domestically and internationally to support Carver operations; a valid passport is required. Physical Requirements: * Ability to perform occasional physical counts of assets, including lifting and moving items up to 25 lbs. * Ability to work at a desk or computer for extended periods. * Occasional travel may be required. Additional Requirements: * Must be authorized to work in the United States. * Consideration for employment in this role is contingent upon the successful completion of all pre-employment requirements, including a background check, drug screen, and driving record review (if applicable). Work Environment: * Work is primarily performed in a professional office setting with moderate noise levels and controlled temperatures. * Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions. * Standard business hours with extended hours as needed. What We Offer: * Paid Time Off * Comprehensive Medical, Dental, and Vision Insurance * Additional Coverage Through AFLAC * Company-Paid Holidays * 401(k) with an 8% Match * Short-Term and Long-Term Disability * Group Life Insurance * Employee Assistance Fund * Emergency Service Worker Bonus * Employee Referral Bonus * 15% Carhartt Discount for all employees - NY only Employee and Compliance Information Carver Companies is an equal opportunity employer and does not discriminate based on race, color, religion, sex, national origin, disability, age, sexual orientation, gender identity, or any other protected status under federal, state, or local laws. Disclaimer This job description is intended to describe the general nature and level of work performed. It is not an exhaustive list of all duties, responsibilities, and qualifications required of employees assigned to this position.

Reporting to the President and serving on the University's executive and cabinet team, the VP-HR is responsible for leading and directing all of the human resources functions in support of the university's mission and with the intent of ensuring that Excelsior's faculty and staff are positioned to excel in delivering on that mission. The VP-HR acts in accordance with relevant institutional policies and practices, and laws, regulations, and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations. The VP-HR is responsible for setting strategic direction in the areas of talent acquisition, talent management, performance management, employee relations, compliance, payroll and HRIS, training and development and compensation and benefits. Consistent with the mission of the institution, the VP-HR promotes a culture of respect, innovation and performance, as well as diversity, equity and inclusion throughout the organization, particularly regarding the aspects of human resource management. ESSENTIAL DUTIES AND RESPONSIBILITIES includes the following: Other duties may be assigned. Supervisory Responsibilities: * Leads a team of human resources professionals in the functions of talent acquisition, HRIS & compensation, training & development, payroll, benefits, compliance and employee relations. * Recruits, interviews, hires, and trains leadership-level HR staff. * Oversees the high-level daily workflow of the department. * Provides constructive and timely performance feedback and coaching, as well as formal annual evaluations. Duties/Responsibilities: * Team/Institutional Leadership * Collaborates with executive leadership to define the organization's long-term mission, goals and strategic imperatives; identifies ways to support this mission and strategic plan through talent management. * As a member of the President's Cabinet, participate in university strategy setting, goal setting and achievement, handling high-level matters that come up, etc. * Serves as a trusted advisor to the President on matters related to human capital including workforce planning, leadership development, culture and risk management. * Signs contractual agreements as an officer of the university. * Attend daily and weekly Cabinet and Executive Council meetings. * Participate in other governance groups and meetings, such as ERP systems governance, Retirement Plan Committee, etc. * Set strategic direction for and lead Human Resources team. * Oversees the human resources team to ensure that it provides full service to the college for its talent management priorities and day-to-day key functions, including, but not limited to, payroll, benefits, compensation, talent acquisition, employee relations, training, performance management, people-related data analytics, HR systems administration, compliance, policy development and enforcement and leaves administration. * Identifies key performance indicators for the university human resource and talent management functions; assesses the organizations success and market competitiveness based on these metrics. * Provides guidance and leadership to the human resource team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues. * Oversees the Human Resources unit budget and ensures expenses comply with organizational policies and stay within budget parameters. * Participates in the university's budget planning, forecasting and operational processes. * Participates in professional development and networking conferences and events. * Provides continuous improvement of the efficiency and effectiveness of the Office of Human Resources. * Assists with university communications as needed. * Completes reports as needed - including for the Board of Trustees, external agencies and other key constituencies. * Assists with partnership, mergers and acquisitions activities, including due diligence work, with a particular focus on HR-related matters. * Talent Management * Works with the CFO and Fiscal office to manage the Personnel budget for the university. * Oversees Talent Acquisition work, including leading senior-level searches; ensures that the university it attracting, selecting and effectively onboarding qualified and exceptional talent. * Works with leadership to ensure optimal organizational structures and leads reorganization efforts as needed. * Assists with immigration-related matters. * Oversees Employee Training and Development, including ensuring that there are appropriate training opportunities available to all employees. * Handles employee performance issues and works with managers to make termination decisions. * Reviews requests for promotions, title changes, salary changes and related matters. * Oversees the administration of and follow-up actions related to employee engagement and similar surveys. * Assists with talent acquisition, as well as other HR-related actions, related to the university opening new sites/offices, as well as working with mergers and acquisitions. * Compensation, Benefits and HRIS * Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs. * Ensures that the bi-weekly payroll is completed accurately and on time. * Handles annual benefits insurance renewal negotiations and plan design decisions. * Chairs the Retirement Plan Committee. * Assists with Accommodations and Leaves of Absence as needed - ensures that appropriate support is provided to employees. * Ensures that the HRIS is properly maintained and updated as needed to ensure full and appropriate functionality. * Ensures that the university's Education Assistance program is appropriately managed. * Oversees annual salary review process. * Handles executive compensation tasks, including compensation surveys and salary recommendations. * Employee Relations * Works with managers to ensure appropriate and legal handling of personnel matters. * Facilitates conflict resolution, coaching, and counseling of staff. * Establishes and maintains credibility with management and employees as a role model, communicator, and listener. * Ensures effective employee relations that balance employee and leadership support and strives for positive and productive outcomes; handles more complex issues that arise. * Ensures that employee complaints are investigated thoroughly and that the appropriate follow up and actions are taken. * Policies and Compliance * Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. * Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. * Oversees the development and updating of employment-related policies and procedures. * Ensures that the university and its leaders operate in an ethical manner that complies with university policies and relevant laws and regulations. * Handles legal matters to the extent possible; works with General Counsel and outside counsel as needed. * University Administration * Participates in leadership of emergency and contingency planning for the College. * Serves on, oversees, or chairs College committees, as designated. * Approves various invoices and other documents as needed. * Oversees development of the holiday schedule each year. * Oversees the Rewards and Recognition program and plays major role in annual Charter Day celebration. * Chairs the Crisis Prevention and Response Group. * Assists in managing the on-site Café. * Assists with university and community events. * Performs other duties, projects and tasks as assigned. QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Required Skills/Abilities: * Excellent verbal and written communication skills. * Excellent interpersonal and conflict resolution skills. * Excellent organizational skills and attention to detail. * Strong analytical and problem-solving skills. * Strong supervisory and leadership skills. * Thorough knowledge of employment-related laws and regulations. * Knowledge of and experience with varied human resource information systems. * Proficient with Microsoft Office Suite or related software. Education and Experience: * Bachelor's degree in human resources, Business Administration, or related field required; Masters or law degree highly preferred. * At least ten years of human resource management experience required, with strategic, talent management, and/or business development. Work Location: This position is based in the university's main Albany, NY location. The hiring salary range for this position is $190,000.00 - $225,000.00. The hiring salary range above represents the University's good faith estimate at the time of posting

Job Description Job Opening JOB TITLE: Human Resources Specialist 1 (NY HELPS), SG-18 or LOCATION: Albany Human Resources Specialist Trainee (NY HELPS), SG-NS, M/C APPOINTMENT TYPE: Permanent JURISDICTION CLASS: Competitive DEPARTMENT: Human Resources 625 Broadway Albany, NY 12245 BASIC FUNCTION: Under the general supervision of Human Resources Specialist 2, the incumbent of this position will act as a Human Resources generalist and provide a variety of services to department management and staff. WORK PERFORMED: Oversee the performance program/evaluation cycle process for agency staff. Monitor due dates and work directly with managers to fulfill negotiated agreement requirements. Oversee the probationary period and traineeship evaluation process for appropriate agency staff. Provide technical assistance and guidance to program managers as it relates to employee evaluation processes. Work closely with program managers and staff to effectively carry out HR initiatives and negotiated agreement requirements. Review, analyze and respond to program requests. Prepare correspondence for appointments, probationary periods, trainee advances, etc. Interpret and apply negotiated agreements in the resolution of workplace challenges Proficiently access and navigate various HR systems including LATS, NYSTEP, HCM, and PayServ. Generate internal reports, as required. Serve as a liaison with the BSC Personnel, Payroll, Time & Attendance, and Benefits Units, as well as Civil Service Staffing Representatives, and various other state agencies and other state entities. Other duties and projects assigned. Occasional travel may be required. MINIMUM QUALIFICATIONS: This title is part of the New York Hiring for Emergency Limited Placement Statewide Program (NY HELPS). For the duration of the NY HELPS Program, this title may be filled via a non-competitive appointment, which means no examination is required. However, all candidates must meet the minimum qualifications of the title for which they apply. At a future date, it is expected employees hired under NY HELPS will have their non-competitive employment status converted to competitive status, without having to compete in an examination. Employees will then be afforded with all the same rights and privileges of competitive class employees of New York State. While serving permanently in a NY HELPS title, employees may take part in any promotion examination for which they are qualified. NON-COMPETITIVE MINIMUM QUALIFICATIONS: To be considered for appointment through NY HELPS, candidates must meet the open-competitive minimum qualifications for this position. The qualifications are: • Human Resources Specialist Trainee 1: Candidates must have four years of experience performing and supervising the performance of various human resources activities such as staffing services, which consist of recruitment, examination, and placement activities; position classification and compensation; and employee services such as employee benefit, health and safety, employee counseling, and employee recognition. • Human Resources Specialist Trainee 2: Candidates must have five years of experience performing and supervising the performance of various human resources activities such as staffing services, which consist of recruitment, examination, and placement activities; position classification and compensation; and employee services such as employee benefit, health and safety, employee counseling, and employee recognition. • Human Resources Specialist 1: Candidates must have six years of experience performing and supervising the performance of various human resources activities such as staffing services, which consist of recruitment, examination, and placement activities; position classification and compensation; and employee services such as employee benefit, health and safety, employee counseling, and employee recognition. Substitution: An associate degree may substitute for two years of experience; a bachelor's degree may substitute for four years of experience; a master's degree may substitute for five years of experience; and a doctorate may substitute for six years of experience. List Eligibility: Open to those reachable on the Professional Career Opportunities eligible list. Traineeship Eligibility: Appointment may be made at a traineeship level. Human Resources Specialist Trainee 1 & 2, NS (equivalent to Salary Grades 14 and 16) leading to Human Resources Specialist 1, Salary Grade 18. $56,655 (Trainee 1; NS equated to SG-14) $63,180 (Trainee 2; NS equated to SG-16) $67,119 (Full Performance/Journey Level SG-18) For current NYS employees, the starting salary is based on the candidate's salary at the time of hire. Candidates appointed at the trainee level will be required to successfully complete their traineeship in order to advance to the journey-level title and salary. Transfer Eligibility: Candidates must have one year of permanent competitive service in a title eligible for transfer via Section 70.1 of the Civil Service Law. Information regarding transfer eligibility may be available on the Civil Service Career Mobility Office website at ******************************************** (Important Note: Per Civil Service Law, an employee cannot have two consecutive upward 70.1 or 52.6 transfers without an intervening eligible list appointment if such transfers would exceed two salary grades.) Reinstatement Eligibility: Previously held the title on a permanent competitive basis or held a title as indicated under the transfer eligible section on a permanent competitive basis. SALARY RANGE: $67,119 - $83,286 Note: The starting salary for candidates with no prior State service will be at the minimum hiring rate. ADDITIONAL: If interested in this position, please forward a cover letter and resume to the e-mail address below by January 4, 2026. Be sure to indicate the position title, vacancy ID#, and location you are applying for, and specify how you meet the minimum qualifications in your cover letter. Also make mention of any prior HR experience. INQUIRE NYS Department of Economic Development Human Resources Office 625 Broadway Albany, NY 12245 Fax: ************** E-Mail: ***************** New York State is an Equal Opportunity/Affirmative Action employer. Minorities, women, and individuals with disabilities are encouraged to apply. Please contact Human Resources if you require accommodation. 12/4/2025 Reference No. 00149 Pursuant to Executive Order 161, no State entity, as defined by the Executive Order, is permitted to ask, or mandate, in any form, that an applicant for employment provide his or her current compensation, or any prior compensation history, until such time as the applicant is extended a conditional offer of employment with compensation. If such information has been requested from you before such time, please contact the Office of Employee Relations at ************** or via email at *******************

GlobalFoundries is a leading full-service semiconductor foundry providing a unique combination of design, development, and fabrication services to some of the world's most inspired technology companies. With a global manufacturing footprint spanning three continents, GlobalFoundries makes possible the technologies and systems that transform industries and give customers the power to shape their markets. For more information, visit ********** Summary of Role: HR Business Partners provide HR strategic and generalist support to one or more organizations in a Company. Typically performs one or more of the following in capacity of either an individual contributor (as directed and/or independently), or as a manager: • Works closely with senior management within specific business units or regions to develop and implement predominately medium to long-term HR solutions aligned to business strategy • Implements corporate policy at the business unit or division level. • Facilitates organization and leadership development efforts, employee engagement, working with employees and managers to address root causes of human resources issues using systemic approaches. • Administers talent management and succession planning activities within client organization. • Assists senior management in the development of solutions through cultural and process perspective. • Viewed as a strategic business partner, change agent, brand ambassador, advisor, and member of the line management staff. • Performs all activities in a safe and responsible manner and support all Environmental, Health, Safety & Security requirements and programs • Works and collaborates other projects and/or assignments as needed See description for career level for general proficiency levels pertaining to Job Complexity, Accountability, Relationship Focus, and Knowledge, Skills & Abilities. These proficiency levels apply to all career levels. Some requirements may vary locally. Essential Responsibilities: High-Performance Culture: Develop and implement strategies to foster a high-performance culture that aligns with the company's goals and values. Inspirational Leadership: Inspire, motivate, and influence others to achieve organizational objectives, with a particular focus on leadership development Communication & Interpersonal Skills: Leverage exceptional communication abilities, including active listening, to build trust and establish strong rapport. Goal Achievement and Vision: Demonstrate creativity in identifying strategic organizational opportunities, meticulously planning, organizing, and ensuring successful completion of initiatives. Learning and Continuous Improvement: Foster a culture of continuous learning and improvement through the implementation of comprehensive training programs, development initiatives, mentoring, and performance management. Employee Relations: Cultivate and sustain positive employee relations by collaborating with leaders to address employee concerns, facilitate conflict resolution, and ensure a fair and inclusive workplace. Organizational Effectiveness: Collaborate with leadership to enhance organizational effectiveness through strategic workforce planning, talent management, and change management initiatives HR Policies and Compliance: Ensure adherence to HR policies, labor laws, and regulations. Provide expert guidance and support to managers and employees on HR-related matters Performance Management: Oversee the performance management process, including goal setting, performance reviews, and development plans. Employee Engagement: Lead initiatives to foster a sense of belonging and enhance the employee experience, thereby improving job satisfaction, retention, and overall workplace morale Other Responsibilities: Perform all activities in a safe and responsible manner and support all Environmental, Health, Safety & Security requirements and programs. Required Qualifications: Bachelor's degree in Human Resources, or a related field. Minimum of 4 years of experience in a Human Resources role, preferably in a manufacturing or semiconductor environment. A high degree of emotional intelligence and personal accountability Ability to comprehend, interpret, and apply applicable laws, guidelines, regulations, and policies Excellent communication, interpersonal, analytical, and problem-solving skills. Exhibit excellent time management skills with a track record of completing projects and tasks within deadlines. Ability to thrive in fast-paced, dynamic environments while managing multiple priorities. Ability to work collaboratively and cross-functionally with diverse populations Proven track record of creating and driving HR initiatives that support business objectives Proficient with Microsoft Office Suite Preferred Qualifications: Proficiency in data metrics and analytics (particularly excel) with ability to analyze data and recommend actions Adaptability, resilience, and effective management in the face of ambiguity Strategic-thinking Project and change management experience Ability to guide and mentor using an influencing and collaborative approach SHRM or HRCI Certification Expected Salary Range $66,800.00 - $138,300.00 The exact Salary will be determined based on qualifications, experience and location. If you need a reasonable accommodation for any part of the employment process, please contact us by email at usaccommodations@gf.com and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address. An offer with GlobalFoundries is conditioned upon the successful completion of pre-employment conditions, as applicable, and subject to applicable laws and regulations. GlobalFoundries is fully committed to equal opportunity in the workplace and believes that cultural diversity within the company enhances its business potential. GlobalFoundries goal of excellence in business necessitates the attraction and retention of highly qualified people. Artificial barriers and stereotypic biases detract from this objective and may be illegally discriminatory. All policies and processes which pertain to employees including recruitment, selection, training, utilization, promotion, compensation, benefits, extracurricular programs, and termination are created and implemented without regard to age, ethnicity, ancestry, color, marital status, medical condition, mental or physical disability, national origin, race, religion, political and/or third-party affiliation, sex, sexual orientation, gender identity or expression, veteran status, or any other characteristic or category specified by local, state or federal law

Job Description Join a Mission-Driven HR Team that Changes Lives At The Arc Lexington, our employees are the heart of everything we do-and our HR team is here to support them every step of the way. We are seeking an experienced, compassionate, and strategic Assistant Director of Human Resources to lead our recruitment strategy, drive data-informed decision-making, and help create a supportive workplace for all. This is a rare opportunity to blend people leadership with analytics expertise in a role that supports nearly 1,600 employees across a high-impact, values-driven organization. What You'll Do Lead Recruitment with Purpose Oversee Lexington's hiring strategies to attract and retain top talent. Partner with the Recruitment Manager to create strong pipelines and promote inclusive hiring. Ensure alignment with workforce goals and Lexington's culture of care. Use Data to Drive Decisions Build dashboards and analyze key HR metrics, such as recruitment, turnover, cost-per-hire, benefits use, etc. Translate data into clear, actionable strategies for senior leadership. Collaborate across HR, Benefits, and HRIS teams to ensure accuracy and insights. Supporting a Positive Workplace Culture Handle employee relations concerns with fairness, confidentiality, and compassion. Serve as a resource for managers on complex HR matters. Promote consistency and legal compliance across all staff interactions. Being a Trusted HR Partner Support the Director of HR and represent the department on strategic initiatives. Mentor HR team members and foster cross-functional collaboration. Model the Nurturing Environment culture that makes Lexington a great place to work. What We're Looking For Qualified applicants will have a bachelor's degree in human resources, Business, or a related field. 3-5 years of progressive HR experience with a focus on recruitment and employee relations. 2+ years in a supervisory or team lead role. Hands-on experience using HR data and tools to support planning. A strong understanding of recruitment strategy, talent pipelines, and HR systems. Proficiency in Excel and HR platforms (HRIS, ATS). Excellent communication, analytical, and problem-solving skills. A collaborative, calm, people-first leadership style. SHRM-CP, PHR, or similar certifications are preferred. Why work at The Arc Lexington? The Arc Lexington always strives to be the best possible employer. This means going to great lengths to ensure it is a great place to work, a place where employees feel valued, nurtured, and respected. Employees find fulfilling, meaningful careers at The Arc Lexington and enjoy being part of our family. The Arc Lexington employees have repeatedly voted us for several awards: 2013 - Albany Times Union Top Workplace Award 2014 - Voted #1 Large Workplace in the Capital District 2014 - Albany Times Union Top Workplace Award 2017 - Best Company to Work For in New York State 2022 - Albany Times Union Top Workplace Award & Times Union Meaningfulness Award We hope you will join us in making a difference! Apply Today! The Arc Lexington provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, gender, sexual orientation, national origin, age, physical or mental disability, genetic information, predisposition or carrier status, marital status, military or veteran status or any other status protected by applicable laws ("each a "Protected Characteristic"). This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. Job Posted by ApplicantPro

Reporting to the President and serving on the University's executive and cabinet team, the VP-HR is responsible for leading and directing all of the human resources functions in support of the university's mission and with the intent of ensuring that Excelsior's faculty and staff are positioned to excel in delivering on that mission. The VP-HR acts in accordance with relevant institutional policies and practices, and laws, regulations, and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations. The VP-HR is responsible for setting strategic direction in the areas of talent acquisition, talent management, performance management, employee relations, compliance, payroll and HRIS, training and development and compensation and benefits. Consistent with the mission of the institution, the VP-HR promotes a culture of respect, innovation and performance, as well as diversity, equity and inclusion throughout the organization, particularly regarding the aspects of human resource management. ESSENTIAL DUTIES AND RESPONSIBILITIES includes the following: Other duties may be assigned. Supervisory Responsibilities: Leads a team of human resources professionals in the functions of talent acquisition, HRIS & compensation, training & development, payroll, benefits, compliance and employee relations. Recruits, interviews, hires, and trains leadership-level HR staff. Oversees the high-level daily workflow of the department. Provides constructive and timely performance feedback and coaching, as well as formal annual evaluations. Duties/Responsibilities: Team/Institutional Leadership Collaborates with executive leadership to define the organization's long-term mission, goals and strategic imperatives; identifies ways to support this mission and strategic plan through talent management. As a member of the President's Cabinet, participate in university strategy setting, goal setting and achievement, handling high-level matters that come up, etc. Serves as a trusted advisor to the President on matters related to human capital including workforce planning, leadership development, culture and risk management. Signs contractual agreements as an officer of the university. Attend daily and weekly Cabinet and Executive Council meetings. Participate in other governance groups and meetings, such as ERP systems governance, Retirement Plan Committee, etc. Set strategic direction for and lead Human Resources team. Oversees the human resources team to ensure that it provides full service to the college for its talent management priorities and day-to-day key functions, including, but not limited to, payroll, benefits, compensation, talent acquisition, employee relations, training, performance management, people-related data analytics, HR systems administration, compliance, policy development and enforcement and leaves administration. Identifies key performance indicators for the university human resource and talent management functions; assesses the organizations success and market competitiveness based on these metrics. Provides guidance and leadership to the human resource team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues. Oversees the Human Resources unit budget and ensures expenses comply with organizational policies and stay within budget parameters. Participates in the university's budget planning, forecasting and operational processes. Participates in professional development and networking conferences and events. Provides continuous improvement of the efficiency and effectiveness of the Office of Human Resources. Assists with university communications as needed. Completes reports as needed - including for the Board of Trustees, external agencies and other key constituencies. Assists with partnership, mergers and acquisitions activities, including due diligence work, with a particular focus on HR-related matters. Talent Management Works with the CFO and Fiscal office to manage the Personnel budget for the university. Oversees Talent Acquisition work, including leading senior-level searches; ensures that the university it attracting, selecting and effectively onboarding qualified and exceptional talent. Works with leadership to ensure optimal organizational structures and leads reorganization efforts as needed. Assists with immigration-related matters. Oversees Employee Training and Development, including ensuring that there are appropriate training opportunities available to all employees. Handles employee performance issues and works with managers to make termination decisions. Reviews requests for promotions, title changes, salary changes and related matters. Oversees the administration of and follow-up actions related to employee engagement and similar surveys. Assists with talent acquisition, as well as other HR-related actions, related to the university opening new sites/offices, as well as working with mergers and acquisitions. Compensation, Benefits and HRIS Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs. Ensures that the bi-weekly payroll is completed accurately and on time. Handles annual benefits insurance renewal negotiations and plan design decisions. Chairs the Retirement Plan Committee. Assists with Accommodations and Leaves of Absence as needed - ensures that appropriate support is provided to employees. Ensures that the HRIS is properly maintained and updated as needed to ensure full and appropriate functionality. Ensures that the university's Education Assistance program is appropriately managed. Oversees annual salary review process. Handles executive compensation tasks, including compensation surveys and salary recommendations. Employee Relations Works with managers to ensure appropriate and legal handling of personnel matters. Facilitates conflict resolution, coaching, and counseling of staff. Establishes and maintains credibility with management and employees as a role model, communicator, and listener. Ensures effective employee relations that balance employee and leadership support and strives for positive and productive outcomes; handles more complex issues that arise. Ensures that employee complaints are investigated thoroughly and that the appropriate follow up and actions are taken. Policies and Compliance Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Oversees the development and updating of employment-related policies and procedures. Ensures that the university and its leaders operate in an ethical manner that complies with university policies and relevant laws and regulations. Handles legal matters to the extent possible; works with General Counsel and outside counsel as needed. University Administration Participates in leadership of emergency and contingency planning for the College. Serves on, oversees, or chairs College committees, as designated. Approves various invoices and other documents as needed. Oversees development of the holiday schedule each year. Oversees the Rewards and Recognition program and plays major role in annual Charter Day celebration. Chairs the Crisis Prevention and Response Group. Assists in managing the on-site Café. Assists with university and community events. Performs other duties, projects and tasks as assigned. QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Required Skills/Abilities: Excellent verbal and written communication skills. Excellent interpersonal and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Thorough knowledge of employment-related laws and regulations. Knowledge of and experience with varied human resource information systems. Proficient with Microsoft Office Suite or related software. Education and Experience: Bachelor's degree in human resources, Business Administration, or related field required; Masters or law degree highly preferred. At least ten years of human resource management experience required, with strategic, talent management, and/or business development. Work Location: This position is based in the university's main Albany, NY location. The hiring salary range for this position is $190,000.00 - $225,000.00. The hiring salary range above represents the University's good faith estimate at the time of posting

Salary: $70,000?$85,000 per year Schedule: Full-Time Benefits: 401(k) with match, health, dental, vision, and life insurance, generous paid time off Join a Mission-Driven HR Team that Makes a Difference Our respected and values-driven client in the Amsterdam, NY area is seeking an Assistant Director of Human Resources to help shape an exceptional workplace culture and support a large, dedicated workforce. This is an opportunity to combine people leadership with strategic insight?supporting nearly 1,600 employees through data-driven decision-making, compassionate leadership, and forward-thinking HR initiatives. Key Responsibilities Lead Recruitment with Purpose Oversee hiring strategies to attract, engage, and retain high-quality talent. Partner with recruitment staff to develop strong candidate pipelines and promote inclusive hiring practices. Align workforce planning with organizational goals and values. Use Data to Drive Strategic Decisions Develop and maintain HR dashboards to monitor key metrics such as turnover, cost-per-hire, and benefits utilization. Analyze trends and translate data into actionable insights for senior leadership. Collaborate across HR, Benefits, and HRIS teams to ensure data accuracy and meaningful reporting. Foster a Positive and Supportive Workplace Address employee relations issues with fairness, discretion, and empathy. Provide guidance to managers on complex HR matters and promote compliance with policies and regulations. Support initiatives that strengthen engagement and organizational culture. Be a Trusted Partner and Mentor Work closely with the Director of Human Resources on strategic priorities. Mentor HR team members and encourage professional growth across the department. Represent HR in cross-departmental projects and organizational planning efforts. Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field. 3?5 years of progressive HR experience, including recruitment and employee relations. At least 2 years in a supervisory or team lead role. Strong analytical skills with experience using HR data and metrics to inform decisions. Proficiency in Excel and HR systems (HRIS, ATS). Excellent communication, collaboration, and problem-solving abilities. Calm, people-first leadership style with a focus on empathy and integrity. Preferred: SHRM-CP, PHR, or equivalent certification. Why You'll Love Working Here This organization is dedicated to creating a workplace where employees feel valued, respected, and supported in their professional growth. With a long history of excellence and multiple 'Top Workplace' awards, it's a place where HR leaders can make a genuine impact while advancing their own careers.

This position is a member of the UAlbany Human Resources Workforce Planning team responsible for supporting data analysis and strategy related to classification, compensation, and the recruitment lifecycle. As part of a team effort, the role contributes to researching compensation and classification for professional positions and providing fair, equitable recommendations. This position works in close partnership and collaboration with departments and leadership on strategic planning, development, and broader recruitment initiatives alongside colleagues in the Workforce Planning team. In addition, the position and team plays a vital role in managing the end-to-end search process to ensure effective, equitable, and compliant hiring practices. Each member of the workforce planning team will be assigned hiring managers and search committees to complete the recruitment lifecycle as well as assessing other transactions related to compensation. Overall, the team will collaborate to ensure consistency in process and collaborative reviews to include working with hiring managers to develop recruitment plans, guiding departments through search procedures, managing applicant tracking systems, and ensuring adherence to institutional policies and legal requirements. The role also supports screening and selection processes, analyzes recruitment trends, and helps refine outreach strategies to attract a diverse and highly qualified applicant pool. By working together, the team strengthens recruitment efforts and enhances hiring practices across the University. Primary Responsibilities: * Contribute to classification and compensation activities for UUP professional and Management/Confidential positions: * Collect and research data; analyze position descriptions and extra compensation requests to recommend appropriate grade levels and titles in accordance with SUNY classification standards. * Partner with departments to ensure position duties meet program needs; provide feedback and classification recommendations. * Determine appropriate salary ranges using compensable factors, market data, and internal equity; make data-informed salary recommendations. * Review salary and position change requests; provide guidance on hiring, promotion, and adjustment decisions. * Collaborate with division leadership to ensure classification and compensation recommendations align with funding and support equitable recruitment outcomes. * Assist departments with organizational structure and position development. * Review and revise job descriptions; provide classification feedback and support recruitment documentation. * Conduct Fair Labor Standards Act (FLSA) reviews. * Ensure compliance with bargaining agreements and employment laws; help departments navigate classification, compensation, and recruitment procedures. * Support the full lifecycle of the search process. Each team member manages assigned searches from start to finish to ensure a seamless, equitable, and compliant hiring experience: * Provide guidance and training to search committees and offer expert support to search chairs and hiring managers. * Review and approve assigned rating matrices to promote consistency and fairness in candidate assessments. * Maintain and enhance the Applicant Tracking System (ATS); provide training, troubleshooting, and support continuous improvement efforts. * Collaborate with stakeholders to refine recruitment strategies and apply data-driven insights to improve hiring outcomes. * Engage in strategic recruitment and outreach efforts. Team members contribute to increasing applicant pool diversity and visibility of opportunities through: * Collaborating with departments to understand position needs. * Promoting positions through job boards, social media, the UA website, alumni networks, and professional organizations. * Ensuring all recruitment materials use inclusive and welcoming language. * Representing the University at career fairs and events to promote UA as an employer of choice. * Participate in campus and community engagement. Engage in service activities such as serving on committees, attending events, or participating in initiatives that foster community and support the University's mission. * Contribute to the completion of the annual CUPA salary survey. * Complete hierarchy changes at the organizational level as assigned * Other reasonable duties as assigned: * May include supervisory responsibilities such as providing leadership and direction to direct reports, aligning work with institutional goals, and completing performance evaluations and goal setting, if applicable. Functional and Supervisory Relationships: * Reports to Assistant Director of Workforce Planning-Professional Services * May supervise employees as assigned. Job Requirements: * Knowledge of and commitment to diversity, equity, and inclusion. * Solid organizational skills and attention to detail, with the ability to manage multiple priorities and maintain data integrity. * The ability to think critically, interpret general guidelines, and apply them to specific circumstances. * The ability to understand general HR policies and procedures as they relate to the other HR units including Payroll, Benefits, Time Records, and Employee Relations, and communicate those policies and procedures to departments and employees. * The ability to work collaboratively and proactively with internal and external unit managers for successful outcomes. * The ability to utilize Business Intelligence solutions, databases, and Excel to write/run data queries, manipulate results, and monitor/audit personnel activity. * Ability to provide excellent customer service to constituents. * Ability to occasionally work extended hours as necessitated during peak volume periods, typically near the start of the fall academic semester. Requirements: Minimum Qualifications: * Bachelor's degree from a college or University accredited by the US Department of Education or an internationally recognized accrediting organization. * Minimum of 2-3 years of professional experience in human resources or a related field. * Excellent interpersonal, written, and verbal communication skills, with the proven ability to partner effectively with hiring managers, campus leadership, and external stakeholders. * Applicants must demonstrate an ability to develop inclusive and equitable relationships within our diverse campus community * Applicants must demonstrate an ability to support diversity, equity, access, inclusion, and belonging relative to their role Preferred Qualifications: * Bachelor's degree in Human Resources, Data Analytics or related field from a college or University accredited by the US Department of Education or internationally recognized accrediting organization. * Professional experience in human resources, with direct involvement in classification and compensation analysis. * Professional experience working in Higher Education. * Experience supporting full-cycle recruitment activities, including advising search committees, reviewing rating matrices, and managing an applicant tracking system (ATS). Working Environment: * Typical office environment Additional Information: Professional Rank and Salary Range: MP5, Personnel Associate, $68,000-$72,000 Special Notes: Visa sponsorship is not available for this position. If you currently need sponsorship or will need it in the future to maintain employment authorization, you do not meet eligibility requirements. Additionally, please note that UAlbany is not an E-Verify employer. The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, or Clery Act, mandates that all Title IV institutions, without exception, prepare, publish, and distribute an Annual Security Report. This report consists of two basic parts: disclosure of the University's crime statistics for the past three years; and disclosures regarding the University's current campus security policies. The University at Albany's Annual Security Report is available in portable document format [PDF] by clicking this link ********************************** Pursuant to NYS Labor Law 194-A, no State entity, as defined by the Law, is permitted to rely on, orally or in writing seek, request, or require in any form, that an applicant for employment provide his or her current wage, or salary history as a condition to be interviewed, or as a condition of continuing to be considered for an offer of employment, until such time as the applicant is extended a conditional offer of employment with compensation, and for the purpose of verifying information, may such requests be made. If such information has been requested from you before such time, please contact the Governor's Office of Employee Relations at ************** or via email at ****************. THE UNIVERSITY AT ALBANY IS AN EO/AA/IRCA/ADA EMPLOYER Please apply online via ************************************************************** Application Instructions: Applicants MUST submit the following documents: * Resume/CV * Cover letter stating all the required minimum qualifications and any of the applicable preferred qualifications * Contact information for three professional references Note: After submitting your resume/CV, the subsequent pages give you instructions for uploading additional documents (i.e. cover letter etc.). See the FAQ for using our online system. Please contact us if you need assistance applying through this website. Returning Applicants - Login to your UAlbany Careers Account to check your completed application. A review of applications will start on October 9, 2025 and the search will remain open until the position is filled.

Job Details Albany, NY $70000.00 - $75000.00 Salary/year Description The Sidney Albert Albany Jewish Community Center provides a nurturing environment where individuals and families can grow and develop in mind, body and spirit. We serve the spectrum of family life, from infants through seniors, through programs related to education, physical fitness, and communal life. Our core values are rooted in Jewish principles, and we welcome members of the community at large, regardless of their faith or background. The Director of HR will oversee all aspects of human resources, including talent acquisition, employee relations, compliance, performance management, and organizational development. This role is both strategic and hands-on, requiring a leader who can drive initiatives while supporting day-to-day HR operations. This position is full time, 40hours/week, and is the sole HR presence for the the Albany JCC supporting an employee base of approximately 140 employees, which grows during summer months. As a member of a collaborative management team, you'll report directly to the Campus Director, and will partner closely with each member of leadership to oversee the daily HR operations, enhance the culture, morale, communication and engagement for employees, and guide the organization with quickly changing compliance and legal requirements. Communication is a key component of this position, with the goals of creating transparent, appropriate free-flowing information across departments, sharing ideas, and creating accountability. The work environment is a warm and welcoming setting where honesty, support and collaboration are essential for success. We need someone who can truly develop rapport with each and every employee, build trust, and reinforce a culture that will increase employee retention and satisfaction. As a leader within a membership driven organization, it is equally important to be an accessible, articulate and professional presence to members, the Board of Directors, and in the community. Qualifications Minimum requirements: • 7 years of HR experience with a minimum of 2-4 years at the management level • 4-year degree preferred. SHRM-CP or SHRM-SCP certification also preferred • Experience managing payroll systems preferred • Expertise in all facets of HR, with an emphasis on employee relations, compliance. FLSA requirements, leave management and employee engagement • Proven experience with the following: - Managing benefits plans in partnership with an outside broker - Developing and delivering HR related training, updating employee handbooks, recruiting, onboarding, writing job descriptions and determining equitable pay structures, and managing employee filing and documentation in compliance with all state and federal regulations - Internal communications and effective messaging • Ability and confidence to lead the HR function independently. • Willingness to represent the organization with attendance and support at events, programs and fundraisers

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

Job DescriptionBenefits: Paid time off Open Door Mission Glens Falls, NY Part-Time, 20-30 hours per week | Non-Exempt Reports to: Executive Director About Open Door Mission Open Door Mission is a 501(c)(3), non-profit organization dedicated to serving people at their point of need, cultivating personal growth and community sustainability. Open Door Mission serves individuals who are homeless and low-income and models its Christian faith by providing practical solutions to physical, spiritual, and relational brokenness. Open Door Mission operates a homeless shelter, food pantry, addiction recovery programs, and community outreach services. Position Summary The Manager of Administration and Human Resources will work closely with the Executive Director in managing and completing finance, human resources, and general administrative tasks for the Open Door Mission. Key Responsibilities Maintain accurate QuickBooks records, including accounts payable/receivable, payroll, deposits, reconciliations, and general ledger. Coordinate with outsourced CFO to ensure all accounting functions are efficiently processed. Prepare financial reports, board summaries, and required government forms. Oversee HR functions: onboarding, recruiting, benefits administration, compliance, and employee recordkeeping. Manage insurance coverage, Simple IRA plan, and required staff trainings. Support the Executive Director and CFO with administrative and financial tasks. Qualifications Proficiency in QuickBooks and Microsoft Office (especially Excel). Strong accounting, organizational, and multitasking skills with attention to detail. Excellent written and verbal communication; able to work independently and collaboratively. Demonstrated integrity, confidentiality, and professionalism. Mature Christian with a ministry mindset, compassionate toward others, and aligned with The Open Door Missions faith-based values and mission. Additional Requirements Comfortable working in a dynamic, faith-driven, and service-oriented environment. Demonstrates a genuine passion for serving the needy and marginalized within our community. Able to engage effectively with individuals from diverse backgrounds and life circumstances. Strong analytical skills with exceptional attention to detail. Upholds the highest standards of integrity and ethics. Builds positive relationships across various business cultures and collaborates well with team members. Highly organized in managing time, tasks, and records. Proactive problem-solver with a solution-oriented mindset. Compensation Salary range is $22-$23 an hour. Employee is eligible for paid time off. How to Apply Please submit your CV/resume, to Andrea Baxter, Chief Operating Officer with Capital CFO+, ************************. The Open Door Mission (ODM) is a non-denominational Christian ministry located in Glens Falls, NY. The right candidate will meet our Qualifications for Employment and Statement of Faith. Equal Opportunity Employer It is the policy of The Open Door to grant equal opportunities for employment to all qualified persons without regard to age, race, color, national origin, military, gender, genetic characteristic, marital status, unemployment, domestic violence, or any other grounds prohibited by law. Every effort is made to select individuals who are best suited to the position based on qualifications, education (when applicable), ability, work record, experience and fit. It is our intent and desire to provide equal opportunities in employment, promotion, training, wages, benefits, and all the privileges, and terms and conditions of employment. This commitment applies to all individuals employed by and involved in the operations of The Open Door and its associated ministries and prohibits unlawful discrimination by any Open Door staff member. Consistent with this policy of nondiscrimination, The Open Door will provide reasonable accommodation to a qualified individual with a disability in accordance with the Americans with Disabilities Act. In order to carry out the stated purposes of The Open Door, it is the policy of The Open Door to recruit and hire (in a regular category) only applicants who have made a personal commitment to Jesus Christ and accepted Him as their Lord and Savior, as indicated on and consistent with our Statement of Faith and General Application form. As a religious, charitable, non-profit organization 501 (c)(3), The Open Door has an organizational exemption within Title VII, Civil Rights Act of 1964, as amended, as it relates to discrimination because of religious formation and purpose. We further reserve and will exercise the right to discriminate or designate certain positions when a bona fide occupational qualification exists. All employment decisions will be made in compliance with applicable labor laws.

**Why UKG:** At UKG, the work you do matters. The code you ship, the decisions you make, and the care you show a customer all add up to real impact. Today, tens of millions of workers start and end their days with our workforce operating platform. Helping people get paid, grow in their careers, and shape the future of their industries. That's what we do. We never stop learning. We never stop challenging the norm. We push for better, and we celebrate the wins along the way. Here, you'll get flexibility that's real, benefits you can count on, and a team that succeeds together. Because at UKG, your work matters-and so do you. **About the Role:** The Sr HR Technology Coordinator will be responsible for leading efforts to maintain, support, and optimize our HR technology solutions. This role will lead day to day operations to ensure the system runs smoothly, technical issues are resolved timely, while providing support to COE stakeholders and employees. The Sr HR Technology Coordinator collaborates with COE stakeholders, HR Technologists and IT to ensure accurate data management, reporting, and continuous system improvements. **Key Responsibilities:** + Oversight of HRIS Support Specialist(s) day to day work, providing guidance on HR system functionality, resolution efforts, escalations in addition to the creation of administration user manuals, training materials, etc. + Provide day to day case management support; analyze and troubleshoot technical issues to provide prompt remediation + Ensure daily audits are conducted within HR Technology and updates are applied as needed + Responsible for the administration, performance, and maintenance for applications within the HR Technology portfolio + Assist HR technologists in configuring and maintaining system features within our HRMS, payroll, benefits, performance management, recruitment modules, etc. + Manage and maintain system security, ensuring proper access levels for HR users and other employees + Coordinate the implementation of system upgrades and enhancements, ensuring smooth transition and minimal disruption + Design and execute testing strategies and plans, including the creation of detailed test scripts for QA & Regression testing + Create and maintain reports for COEs using Cognos Business Intelligence while having a proficient aptitude of data analytics and ability to work with multiple data sources + Assist in various HR projects and continuous improvement initiatives + Develop and maintain high-quality technical documentation such as SOWs, SOPs, System User Guides, etc. + Maintain data integrity in systems through creation of appropriate configuration controls, standards and processes, as well as regular audits of data + Maintain awareness of new HR system features, best practices, and industry trends to continuously improve system use and effectiveness + Engage and collaborate effectively with key stakeholders to maintain ongoing partnership with continuous improvement and innovative mindset, working to apply knowledge and strategies to meet demands + Assist with intake and translation of business requirements into processes and systems that drive efficient and consistent execution + Regularly analyze work process design and flow to drive improvement in system functionality and user experience; create forms and workflows as necessary + Coordinate support during audits or compliance checks, ensuring that all HR systems data and processes align with legal and regulatory requirements + Act as a liaison between the HR department and IT or software vendors to address system-related issues + Participate in other projects or tasks as assigned **Basic Qualifications:** + Fluent in English + Bachelor's degree in computer science or information technology preferred, or equivalent experience + 3-6+ years' experience working with information technologies and systems analysis utilizing an enterprise-wide HR system or multiple systems + Ability to support multiple complex programs with solid understanding of HR processes and functions (payroll, recruitment, benefits, etc.) + Solid understanding of UKG Products preferred (or other similar HCM/Payroll/Timekeeping/LMS systems) + Ability to troubleshoot and resolve technical issues independently + Proficient MS Excel Skills, including formulas, pivot tables and v-lookups **Preferred Qualifications:** + Effective verbal and written communication skills + Self-starter, requiring minimal supervision + Strong documentation, presentation, customer service, and problem-solving skills + Strong data gathering and data processing skills + Organized, detail oriented and able to multi-task in fast paced environment + Ability to lead day to day operations and mentor team members for skill development + Experience with system integrations and troubleshooting + Cognos Business Intelligence experience preferred (or similar report writing tools) **Company Overview:** UKG is the Workforce Operating Platform that puts workforce understanding to work. With the world's largest collection of workforce insights, and people-first AI, our ability to reveal unseen ways to build trust, amplify productivity, and empower talent, is unmatched. It's this expertise that equips our customers with the intelligence to solve any challenge in any industry - because great organizations know their workforce is their competitive edge. Learn more at ukg.com. Equal Opportunity Employer UKG is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, disability, religion, sex, age, national origin, veteran status, genetic information, and other legally protected categories. View The EEO Know Your Rights poster (************************************************************************************************** UKG participates in E-Verify. View the E-Verify posters here (******************************************************************************************** . It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Disability Accommodation in the Application and Interview Process For individuals with disabilities that need additional assistance at any point in the application and interview process, please email ****************** . The pay range for this position is $51,600.00 to $74,200.00, however, base pay offered may vary depending on skills, experience, job-related knowledge and location. This position is also eligible for a short-term incentive and a long-term incentive as part of total compensation. Information about UKG's comprehensive benefits can be reviewed on our careers site at ********************************************* It is the policy of Ultimate Software to promote and assure equal employment opportunity for all current and prospective Peeps without regard to race, color, religion, sex, age, disability, marital status, familial status, sexual orientation, pregnancy, genetic information, gender identity, gender expression, national origin, ancestry, citizenship status, veteran status, and any other legally protected status entitled to protection under federal, state, or local anti-discrimination laws. This policy governs all matters related to recruitment, advertising, and initial selection of employment. It shall also apply to all other aspects of employment, including, but not limited to, compensation, promotion, demotion, transfer, lay-offs, terminations, leave of absence, and training opportunities.

Benefits: 401(k) matching Dental insurance Paid time off Training & development Vision insurance Wellness resources Job Title: Director of Human Resources Department: Administration Status: Full Time Classification: Exempt Work Weeks/Year: 52 Reports To: Executive Director Grade Scale: Exempt Salary: Base $2,876.16 per pay period L.E.A.P.'s HR Director will serve as the head of the Human Resources function and as a key business partner and peer to the management team in leading and creating initiatives, systems, and best practices to recruit, develop, and train a diverse and high-performing workforce and who will build an organizational culture that supports advancement of our mission and strategic plans. It is the understanding and expectation of this organization that all employees will take the opportunity to contribute to the overall success and mission of the agency above and beyond the basic requirements of their job. ESSENTIAL DUTIES AND RESPONSIBILITIES include but are not limited to the following: (The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position) Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 1. Annually reviews, makes recommendations, and revises Agency's policies, procedures, and practices on personnel matters. Communicates changes in Agency personnel policies and procedures and ensures proper compliance is followed. 2. Maintains knowledge of industry trends and employment legislation and ensures Agency compliance. Consults with legal counsel as necessary. 3. Recommends, evaluates, and participates in Staff Development for the Agency. 4. Administers or oversees the administration of human resources programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management, productivity, recognition, and morale; occupational health and safety; and training and development. 5. Assists executive management in the annual review, preparation and administration of Agency Strategic Plan, Succession Plan, and Wage and Salary Programs. 6. Works directly with Program Directors and department managers to assist them in carrying out their responsibilities on personnel matters. 7. HRIS implementation or maintenance to meet and support Agency personnel information needs. 8. Compile and coordinate or oversee required program reporting and submittal of reports per specified guidelines and timeframes. 9. Supervision and professional development of HR Manager and Onboarding Coordinator. 10. Oversees hiring, training, discipline, and termination of employees; planning, assigning, and directing work; addressing complaints, and resolving issues in coordination with the Program Directors, HR Manager, Onboarding Coordinator and Supervisors. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed are representative of the knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions REQUIRED SKILLS/ABILITIES: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or abilities required. 1. Demonstrated knowledge of labor relations laws, principles, and practices 2. Ability to adapt to the needs of the agency and employees 3. Superior verbal/written skills and presentation skills. Good punctuation, spelling, grammar and attention to detail a must. Strong interpersonal skills essential. 4. Strong analytical and problem-solving skills 5. Strong supervisory and leadership skills 6. Strong technology background and adept with multiple platforms and systems, especially as relates to maintaining HR functions (employment, tracking, personnel management) 7. Demonstrated ability to work effectively under pressure and meet established deadlines 8. Ability to prioritize tasks 9. Proficient with Microsoft Office Suite or related software 10. Excellent interpersonal and negotiation skills 11. Adhere to the agency's policy on confidentiality both within the Agency and community and adhere to all Agency and program policies and procedures EDUCATION and/or EXPERIENCE 1. Bachelor's degree or equivalent of four to ten years related experience and/or training or equivalent combination of education and experience. 2. HRCI/SHRM accreditation 3. Valid NYS Driver's License which meets agency standards PHYSICAL REQUIREMENTS 1. Sedentary work. The person in this position may occasionally exert up to 10 pounds of force to grasp, lift, carry, push, pull, or otherwise move objects 2. This position may require the person to frequently move about their assigned office and/or other L.E.A.P. centers 3. This position performs the essential functions in an indoor office setting This is not intended to be all inclusive. The employee will perform other reasonably related business duties as assigned by the Executive Director. L.E.A.P. reserves the right to revise or change job duties or responsibilities as the need arises. This job description does not constitute a written or implied contract of employment. The work environment characteristics and physical demands described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Compensation: $74,780.16 per year We seek to take the burden and over-whelm of your financials and back-end business tasks off your plate; offering you a sense of relief and time to focus your attention on building your business. What Sets Us Apart We are relationship-driven and focused on providing successful solutions for our clients. Transparency and efficiency are key values we hold true to in our work. We support, we lead and we provide. We work in your business, so that you can focus your attention on growing your business. We reduce costs Hiring and training full or part-time staff can be very expensive. Paying for an employee with benefits is costly. Many companies and nonprofits either do not need a full-time position OR need additional help that does not require an additional in-house employee. Working with Capital CFO+ lets you focus your human resources where you need them most. We improve efficiency When you have an expert working on a project, they will be faster, effective, and efficient. Working with Capital CFO+ gives owners and leaders an essential competitive advantage. By outsourcing activities that are routine, administrative, or require specialized skills, you can focus more on core functions and ensure that your company thrives and succeeds. We level the playing field Most small firms simply can't afford to match the in-house support services that larger companies maintain. Capital CFO+ helps small firms act “big” by giving them access to the same economies of scale, efficiency, and expertise that large companies enjoy. Our Mission We are here to be your business partner. From simplifying your finances, to priori-tizing your back-end needs, we listen to your objectives and work to put the pieces of your business together to form a solid foundation and a brand built for success. Explaining your financials so they are straightforward and easy to understand. Being transparent with our work and allowing you to be, too. Being accurate and exact with our reporting and recordkeeping.

At Customers Bank, we believe in working hard, working smart, working together to deliver memorable customer experiences and having fun. Our vision, mission, and values guide us along our path to achieve excellence. Passion, attitude, creativity, integrity, alignment, and execution are cornerstones of our behaviors. They define who we are as an organization and as individuals. Everyone is encouraged to have personal development plans. By doing so, our team members are on their way to achieve their highest potential and be successful in their personal and professional lives. This position is required to be ONSITE in our NYC office Monday through Thursday with Friday being remote. Salary range: An annual salary range of $125,000-$150,000 is what we expect to pay for this position, based on overall skills, location and experience. Must be legally eligible to work in the United States without sponsorship, now or in the future, to be considered. Who is Customers Bank? Founded in 2009, Customers Bank is a super-community bank with over $22 billion in assets. We believe in dedicated personal service for the businesses, professionals, individuals, and families we work with. We get you further, faster. Focused on you: We provide every customer with a single point of contact. A dedicated team member who's committed to meeting your needs today and tomorrow. On the leading edge: We're innovating with the latest tools and technology so we can react to market conditions quicker and help you get ahead. Proven reliability: We always ground our innovation in our deep experience and strong financial foundation, so we're a partner you can trust. What You'll Do: We are seeking a detail-oriented and analytical HR Data, Reporting & Analytics Specialist to join our team. This role is responsible for collecting, managing, analyzing, and reporting on HR data to support data-driven decision-making, to improve efficiency. Collaborates with the team to analyze metrics and provide informed recommendations for action. The role will also contribute to HR operations efficiencies and play a role in managing cross-functional HR projects to ensure successful execution of strategic priorities. The ideal candidate will possess strong technical skills, business acumen, and experience in HR systems (Workday HCM and Reporting are required), reporting tools, and data governance, with a passion for operational excellence and continuous improvement. Data, Analytics & Reporting: Design, develop, and maintain HR dashboards and reports (e.g., headcount, turnover, DEI, time to fill, performance metrics). Ensure data integrity across HR systems (HRIS, ATS, LMS, etc.) through regular audits and validation processes. Generate reports with data to analyze workforce trends and provide actionable insights to HR leaders and business partners. Create custom reports for ad hoc requests and recurring cycles (e.g., compliance, audits, board reporting). Translate complex data into executive-level summaries and visualizations. Manage reporting calendar to ensure timely delivery of key HR metrics and compliance reports. Support data submission requirements for internal and external audits, surveys, and benchmarking studies. Successful candidate will be focused on accuracy in data in reporting, delivery within agreed timelines, reduction in manual reporting efforts through automation and incorporating AI into solutions. Operational Support: Maintain personnel files and digital records in accordance with internal policies and compliance standards. Ensure the accuracy and integrity of HR data by regularly reviewing, auditing, and updating employee records across systems. Strong knowledge of data privacy laws and the handling of confidential information. Respond to routine inquiries related to HR processes and systems, escalating complex issues as needed. Collaborate with HR team members to support day-to-day operations and drive process consistency across the function. Assist with new hire onboarding activities, including system data entry, documentation review, background check coordination, and ensuring timely completion of onboarding tasks. Project Management: Support HR initiatives and projects, including systems implementations, policy rollouts, and change management efforts. Track and follow up on deliverables, timelines, and resource plans in coordination with HR and cross-functional teams. Track and communicate project status to stakeholders, ensuring risks and issues are identified and mitigated. Support continuous improvement initiatives that align with HR strategic goals. What Do You Need? Bachelor's degree in Human Resources, Business Administration, Data Analytics, or related field required. 5-8 years of experience in HR analytics, reporting, or HR operations roles. Financial industry experience a plus. Experience managing HR projects or cross-functional initiatives is highly desirable. Strong data skills with tools such as Excel (advanced), Power BI, Tableau, or similar. Experience with SQL, Python, or other scripting tools for data extraction is a plus. Familiarity with project management tools (e.g., Asana, Smartsheet, Jira, Microsoft Project). Strong analytical and problem-solving skills. Ability to manage multiple priorities in a fast-paced environment. Excellent attention to detail and data accuracy. Strong interpersonal and communication skills to collaborate with various stakeholders. Service mind-set that fosters collaboration, building strong relationships, and a “Wow” experience for stakeholders. Technology Skills: Ability to work with the Microsoft Suite and learn/work with other Customers Bank's applications. Proficient in HRIS platforms, with Workday required. Customers Bank is an equal opportunity employer. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also provide “reasonable accommodations”, upon request, to qualified individuals with disabilities, in accordance with the Americans with Disabilities Act and applicable state and local laws. Diversity Statement: At Customers Bank, we believe in working smart, working together, and having fun while delivering innovative solutions and memorable experiences for our customers. We are committed to the continual advancement of a culture which reflects the value we place on diversity, equity, and inclusion. We honor the diverse experiences, perspectives, and identities of our team members, and we recognize that it is their passion, creativity, and integrity that drives our success. Step into your future with us! Let's take on tomorrow.

Are you a strategic partner who thrives on empowering leaders and teams to scale effectively? Do you bring a deep understanding of Go-to-Market dynamics and a passion for building high-performing, values-driven organizations? Are you excited to leverage data, technology, and coaching to shape a future-ready workforce and culture? If so, we invite you to be a part of our innovative team. As a Senior Staff / Principal HR Business Partner at Ridgeline, you'll serve as a critical advisor to our Go-to-Market (GTM) leadership team across Sales, Marketing, Customer Success, and Product Strategy. This highly visible role blends strategy and execution, influencing everything from organizational design and workforce planning to leadership development and performance culture. You'll craft people strategies that directly support scalable growth and innovation-and you'll be empowered to leverage the latest tools, including AI platforms like ChatGPT, to amplify impact and efficiency across the function. *NOTE: This role may be hired at a Senior Staff level or a Principal Level.* At Ridgeline, how we work matters as much as what we build. Ridgeliners act like owners, choose growth over comfort, and communicate with transparency. We assume positive intent, bias toward action, and bring solutions-not just problems. We celebrate wins, learn from setbacks, and thrive in a resilient, collaborative, high-performing culture. If this excites you, we'd love to meet you. You must be work authorized in the United States without the need for employer sponsorship. The impact you will have: Serve as a trusted strategic advisor to GTM and executive leaders, aligning people strategies with business goals. Design and implement scalable organizational structures, workforce strategies, and talent roadmaps through cross-functional alignment and influence. Coach executives and senior leaders to elevate their leadership effectiveness, impact, and organizational health. Lead cross-functional initiatives to build leadership capability and drive talent planning across GTM. Partner with Finance, GTM Operations, and HR to shape compensation and incentive programs that balance competitiveness, accountability, and fiscal discipline. Apply data, analytics, and AI-driven insights to inform people decisions, identify organizational opportunities, and measure program outcomes. Navigate and resolve complex employee relations matters with integrity and alignment to Ridgeline values Drive a culture of accountability, feedback, and inclusion to promote team clarity and engagement. Mentor other HR team members and model Ridgeline's culture of continuous learning, collaboration, and resilience. Stay informed on HR and technology trends (including AI) and translate insights into actionable strategies that enhance GTM effectiveness and innovation. What we look for: 10-12+ years of HR Business Partner experience, ideally in high-growth, customer-facing tech environments. Demonstrated success advising executive leadership and shaping people strategy in GTM functions. Strong background in organizational design, talent planning, leadership development, and change management. Analytical mindset with the ability to translate insights into strategic people programs. Skilled at influencing cross-functional stakeholders with clarity and empathy. Exceptional communication and coaching skills. High comfort with ambiguity and a proactive, ownership-driven mindset. Experience with or curiosity about using AI tools and people analytics to scale impact. Experience leading HR initiatives during a period of GTM hypergrowth Bonus: Familiarity with investment management or enterprise SaaS business models About Ridgeline Ridgeline is the industry cloud platform for investment management. It was founded by visionary tech entrepreneur Dave Duffield (co-founder of both PeopleSoft and Workday) to apply his successful formula of solving operational business challenges with bold innovation and human connectivity to the unique needs of the investment management industry. Ridgeline started with a clean sheet of paper and a deep bench of experts bound by a set of core values and motivated to revolutionize an industry underserved by its current tech offerings. We are building a new, modern platform in the public cloud, purpose-built for the investment management industry and we are prioritizing security, agility, and usability to empower business like never before. With a growing campus in Reno and offices in New York, Lake Tahoe, and the Bay Area, Ridgeline is proud to have built a fast-growing, people-first company that has been recognized by Fast Company as a “Best Workplace for Innovators,” by The Software Report as a “Top 100 Software Company,” and by Forbes as one of “America's Best Startup Employers.” Ridgeline is proud to be a community-minded, discrimination-free equal opportunity workplace. Ridgeline processes the information you submit in connection with your application in accordance with the Ridgeline Applicant Privacy Statement Compensation and Benefits The typical starting salary range for new hires in this role is listed below. This role may be hired at a Senior Staff Level or Principal level depending on candidate skill, experience and qualifications The typical starting salary range for this role at the Senior Staff Level is: $170,000 - $190,000. The typical starting salary range for this role at the Principal Level is: $200,000 - $235,000. Final compensation amounts are determined by multiple factors, including candidate experience and expertise, and may vary from the amount listed above. As an employee at Ridgeline, you'll have many opportunities for advancement in your career and can make a true impact on the product. In addition to the base salary, 100% of Ridgeline employees can participate in our Company Stock Plan subject to the applicable Stock Option Agreement. We also offer rich benefits that reflect the kind of organization we want to be: one in which our employees feel valued and are inspired to bring their best selves to work. These include unlimited vacation, educational and wellness reimbursements, and $0 cost employee insurance plans. Please check out our Careers page for a more comprehensive overview of our perks and benefits. #LI-Hybrid

People Inc. is looking for a Lead Human Resources Business Partner to help support our growing Product Development technology team. The ideal candidate will be a strategic thought leader and a hands-on problem solver who can effectively partner with business leaders to drive organizational success. This role requires someone who is not only an expert in HR but also a proactive and adaptable professional who can navigate complex challenges and ambiguity with confidence. The HRBP team partners with leadership to drive organizational effectiveness, implement change management strategies, and improve employee engagement. We work closely with various teams to shape performance management, talent retention strategies, and career development initiatives. Our goal is to foster a supportive and high-performance culture across the organization. Strategic Partnership & Planning: You'll act as a strategic advisor to business leaders, aligning HR initiatives and policies with organizational goals. This includes planning and prioritizing to effectively anticipate the needs of various stakeholders. You'll need to use your ability to make sense of complex, and sometimes contradictory, information to solve problems and drive results. Problem-Solving & Innovation: You'll use your expertise to solve complex issues, uncovering the root cause of problems and evaluating different solutions. We're looking for someone who comes up with new and better ideas, introducing fresh perspectives to old problems. You'll need to be action oriented, taking the lead on new challenges and seizing opportunities. Organizational Effectiveness: You'll maneuver comfortably through complex organizational dynamics, policies, and processes. You'll optimize work processes, finding the most efficient ways to get things done, and constantly seek ways to improve them. Your ability to manage ambiguity through being resourceful will be key, as you'll often have to operate effectively even when the way forward isn't clear. Accountability & Trust: You'll be responsible for ensuring accountability across the board, holding yourself and others accountable to meet commitments. A crucial part of this role is instilling trust in your partners by being honest, authentic, and following through on your commitments. Employee Relations & Development: You'll handle a variety of employee relations issues, demonstrating situational adaptability and a strong ability to understand different situations and adjust your approach accordingly. You'll also need to have self-awareness, strong ability to be resourceful and seek feedback to grow from every experience. The Role's Minimum Qualifications and Job Requirements: Education: Bachelor's degree or equivalent training/experience Experience: Minimum of 5 years in an HRBP role with experience supporting senior business leaders and multiple client groups. Prior experience in the digital, media, technology or the start-up space is highly preferred. Specific Knowledge, Skills, Certifications and Abilities: Strong HR procedure, best practice, and legal knowledge. Ability to successfully influence sustainable change Excellent consulting skills Must be a strong negotiator who can constructively position a positive POV Must have a strong business acumen Strong verbal and written communication skills High degree of ingenuity and creativity, with a past track record of developing innovative solutions that matter Must be resourceful especially in moments that may be ambiguous Experience with Workday is highly preferred. Ability to manage multiple projects and shift priorities as customer needs change Ability and desire to take on new and unfamiliar tasks and assignments Ability to work on teams as well as independently Good judgment skills Must be an effective problem solver Ability to deliver results in a consultative and collaborative manner % Travel Required ( Approximate ): It is the policy of People Inc. to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, the Company will provide reasonable accommodations for qualified individuals with disabilities. Accommodation requests can be made by emailing *************. The Company participates in the federal E-Verify program to confirm the identity and employment authorization of all newly hired employees. For further information about the E-Verify program, please click here: ********************************** Pay Range Salary: New York: $100,000.00 - $120,000.00 The pay range above represents the anticipated low and high end of the pay range for this position and may change in the future. Actual pay may vary and may be above or below the range based on various factors including but not limited to work location, experience, and performance. The range listed is just one component of People Inc's total compensation package for employees. Other compensation may include annual bonuses, and short- and long-term incentives. In addition, People Inc. provides to employees (and their eligible family members) a variety of benefits, including medical, dental, vision, prescription drug coverage, unlimited paid time off (PTO), adoption or surrogate assistance, donation matching, tuition reimbursement, basic life insurance, basic accidental death & dismemberment, supplemental life insurance, supplemental accident insurance, commuter benefits, short term and long term disability, health savings and flexible spending accounts, family care benefits, a generous 401K savings plan with a company match program, 10-12 paid holidays annually, and generous paid parental leave (birthing and non-birthing parents), all of which may vary depending on the specific nature of your employment with People Inc. and your work location. We also offer voluntary benefits such as pet insurance, accident, critical and hospital indemnity health insurance coverage, life and disability insurance. #NMG#