Human Resources Manager jobs in Stamford, CT

HR Operations Manager *This role is hybrid- ideal candidate will report to the Melville, NY office 1-2 days per week. The HR Operations Managers is responsible for leading the operational aspects of the HR department, ensuring efficient and effective execution of HR processes, systems, programs, and policies. The HR Operations Manager will focus on driving the success of HR Programs and improving our employee experience through system and program implementation. Key Responsibilities HR Programs and Process Optimization: Identify opportunities to streamline HR processes and improve operational efficiency Collaborate with HR stakeholders to translate needs into system improvements. Monitor system performance and user feedback to optimize processes. Benefits Support: Support benefits programs for US, Canada and UK with collaboration with the Benefits team, including open enrollment and wellness programs. Investigate, develop, and implement benefit programs to improve employee experience Optimize self-funded health insurance plans through strategic supplemental programs and strategies. Support benefit integration for M&A Payroll: Support the payroll processes for US, Canada, and UK collaborating with the payroll team to ensure accuracy, timeliness, and compliance with relevant laws. Review and approve payroll batches as needed Employee Relations: Provide guidance and support to teams on employee relations matters Ensure that employment issues are handled appropriately in accordance with company procedures Collaborate internally to resolve employee relations matters and ensure that concerns and challenges are handled accordingly HRIS Implementation: Lead new HRIS software implementation and system upgrades, collaborating with cross-functional teams and external vendors. Develop and execute implementation plans and timelines, ensuring timely completion. System Administration: Manage HRIS system administration, including user access, security settings, and data integrity Provide technical support and troubleshooting assistance to HR staff and end-users. Training and User Adoption: Develop training programs and materials to ensure effective HRIS system use. Provide ongoing support and guidance to users, promoting user adoption and engagement. Qualifications + Requirements Bachelor's degree Proven experience in HR Operations with a focus on benefits management Proven experience in payroll administration, including experience with payroll systems Thorough knowledge of federal, state, and local payroll laws, regulations, and reporting requirements. Strong analytical and problem-solving skills, with attention to detail and accuracy. Excellent communication and interpersonal skills, with the ability to interact effectively with employees, managers, and external stakeholders. Ability to maintain confidentiality and handle sensitive information with discretion. Project management experience, including the ability to prioritize tasks, manage deadlines, and adapt to changing priorities. Flexible and able to adapt to change within an evolving group Must be able to work on-site in accordance with LI Office requirements (currently 2 days per work Tuesdays and Wednesdays)

Elgen Manufacturing a subsidiary of Worthington Enterprises, Inc. is a leading manufacturing organization committed to delivering quality products while fostering a culture of innovation, safety, and employee development. We are seeking a passionate, bilingual Senior HR Business Partner to join our growing team and play a critical role in shaping our workforce strategy. Position Summary As the Senior Human Resources Business Partner, you will act as a strategic advisor to manufacturing leadership and a trusted advocate for our employees. You will help drive HR initiatives aligned with business goals, focusing on talent management, employee relations, workforce planning, and compliance in a dynamic production environment. This facility runs 3 shifts, so flexibility and availability to be in during an off-shift at times is necessary. Key Responsibilities Serve as a trusted partner to plant management and departmental leaders on all HR-related matters. Design, implement, and continuously improve HR strategies that support business growth, engagement, and retention. Support and guide performance management, succession planning, and career development. Lead employee relations efforts, including investigations, conflict resolution, and coaching conversations. Provide interpretation and application of employment laws, HR policies, and labor regulations. Partner with Talent Acquisition to ensure effective recruitment and onboarding of exempt and non-exempt employees. Analyze HR metrics to identify trends and recommend data-driven solutions. Collaborate with Safety, Operations, and other departments to promote a safe and inclusive workplace. Lead or support change management initiatives across the facility. Required Qualifications Bachelor's degree in Human Resources, Business Administration, or related field or equivalent experience. 5+ years of progressive HR experience, including at least 2 years in a manufacturing or production environment. Bilingual fluency in Spanish and English is required (verbal and written). Strong knowledge of federal and state labor laws, performance management, and employee engagement practices. Demonstrated experience with employee relations and conflict resolution. Ability to influence, build trust, and communicate effectively across all levels of the organization. Proficiency in HRIS systems and Microsoft Office Suite. Preferred Qualifications PHR/SPHR or SHRM-CP/SCP certification. Proven track record of leading HR projects or initiatives from planning to execution. Job Type: Full-time Pay: $80,000.00 - $120,000.00 per year Benefits: 401(k) 401(k) matching Flexible spending account Life insurance Schedule: Monday to Friday Application Question(s): Have you ever been employed by Worthington Enterprises (formerly Worthington Industries) or any of its subsidiaries? Will you now or at any time in the future be filing a petition or application for employment authorizations with USCIS that could require employer support? (This is sometimes called "sponsorship" for an employment-based visa status). We utilize text/SMS messages for reminders of appointments, acknowledgement of applications, etc. You may receive up to 4 messages. Message and data rates may apply. Do we have your permission to contact you via text/SMS message? If you are a referral, please put the name of the person who referred you. Are you 18 years of age or older? On the first day of work, will you be able to demonstrate that you are authorized to work in the United States?

Experience Required: 10+ years in Human Resources leadership roles, in a manufacturing or adjacent environment Private Equity-Backed Global Manufacturing Company Position Summary Seeking a seasoned Human Resources Business Partner (HRBP) to serve as a strategic advisor to senior leadership and a hands-on partner to all employees. This role demands a high-impact professional with a proven track record in manufacturing environments, adept at driving organizational effectiveness, workforce planning, talent development, and cultural alignment. The HRBP will work closely with the CEO and executive team to shape and execute HR strategies that align with business goals and foster a high-performance culture. Essential Duties and Responsibilities Serve as a strategic advisor and thought partner to senior leadership, providing insights on organizational design, talent strategy, and workforce planning. Lead all core HR functions including talent acquisition, employee relations, performance management, benefits, payroll, total rewards, compliance, training and development, and succession planning. Partner with manufacturing leadership to understand operational challenges and support people-centric solutions that improve productivity and engagement. Drive change management initiatives and support organizational transformation in line with business objectives. Champion a positive and inclusive workplace culture with an emphasis on accountability, collaboration, and continuous improvement. Oversee development, implementation, and enforcement of HR policies and procedures ensuring compliance with federal, state, and local laws. Leverage HR data and analytics to guide decision-making and measure HR effectiveness. Mentor and lead the HR team, fostering professional growth and ensuring operational excellence. Required Education and Experience 10+ years of progressive HR experience, including at least 2 years in a leadership role within a manufacturing or industrial company. Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree or HR certification (SHRM-SCP, SPHR) preferred. Deep knowledge of employment law, HR best practices, and labor relations, especially in manufacturing or union environments. Demonstrated success in organizational design, talent management, and leadership coaching. Exceptional interpersonal, communication, and conflict resolution skills. Strong analytical and strategic thinking capabilities.

Our client, a world-leading medical device company focused on improving lives through innovative, consumer-centered solutions is seeking a HR Business Partner to join their team. With a global presence spanning 30 countries, this is your chance to join an industry trailblazer making a difference every day. Job Title: HR Business Partner - Organizational Redesign Contract Length: 4+ Months (Potential for Extension) Pay Rate: $60-$65/hr. Schedule: On-Site (Fairfield, CT) Position Overview: We are seeking an experienced Human Resource Business Partner (HRBP) with a strong background in organizational redesign to support a commercial business unit. This role partners closely with leadership and the HR Director to deliver strategic HR initiatives, drive change, and support talent development and structure optimization. Key Responsibilities: Collaborate with the HR Director on organizational design and restructuring initiatives Drive and support the talent review process, including execution of development plans Facilitate the annual engagement survey and analyze survey results to create and implement action plans Identify and support delivery of training and development needs across the business Promote Inclusion & Diversity initiatives within the organization Provide strategic HR guidance aligned with company goals Ensure compliance with labor laws and HR best practices Qualifications: Bachelor's Degree in Human Resources or related field (or equivalent experience) 3-6 years of HRBP experience in a commercial organization Proven experience in organizational redesign and structural change initiatives Strong understanding of labor law and employment regulations High proficiency in MS Office and HR systems; experience with Oracle HCM is a plus Excellent communication and interpersonal skills Ability to manage multiple priorities and meet deadlines under pressure Strong analytical and decision-making capabilities This job description is a complete list of all desired skills, but not all are required. We strongly encourage candidates who have some of the skills to apply. We look forward to a conversation to learn more about you! #INDBH #LI-DNP

Title: HR Administrator - Associate Level Status: Full-Time, Exempt A fast-paced, dynamic organization is seeking a detail-oriented HR Administrator to join their Human Resources team. Reporting to the Head of HR, this role will serve as a key resource for core HR functions including payroll, onboarding, employee relations, benefits administration, and compliance. The ideal candidate is organized, people-centric, and passionate about creating a positive and efficient employee experience. This is a great opportunity to contribute to evolving HR processes and make a meaningful impact within a collaborative team. We are not looking for a Work Day consultant. Key Responsibilities: Act as the first point of contact for HR and payroll-related inquiries from employees. Manage employment-related requests from candidates, staff, and leadership, escalating as needed. Process semi-monthly multi-state payroll in Workday, including audits and adjustments. Collaborate with Finance and ADP to ensure accurate payroll tax filings and compliance with state tax obligations. Support audits and vendor due diligence related to payroll, benefits, and other HR functions. Manage onboarding and offboarding activities including background checks, documentation, and exit interviews. Maintain accurate employee records and updates in HR systems. Oversee benefits administration and support annual open enrollment processes. Coordinate recruiting logistics: job postings, interview scheduling, and hiring manager communication. Support employee relations initiatives and help ensure consistent application of HR policies. Contribute to training, wellness, and employee engagement initiatives. Track compliance with mandatory and optional training across all states. Partner with employees and managers as a reliable, responsive HR resource. Ensure compliance with all applicable labor laws at the federal, state, and local levels. Assist with performance review cycles and broader employee development efforts. Prepare and support internal HR communications and employee events. Take on additional HR-related responsibilities as needed. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field. Minimum of 5 years of experience in an HR generalist or similar role. Experience with multi-state payroll processing strongly preferred. Familiarity with Workday HCM and Payroll modules is a plus. Must have multistate payroll experience. Strong knowledge of HR best practices and employment law. Excellent communication, organizational, and interpersonal skills. High level of professionalism and discretion when handling sensitive information. Ability to manage multiple priorities in a fast-paced environment.

Why This HR Manager Opportunity? Excellent benefits - company covers 75-80% of premiums but also has a health reimbursement arrangement to help cover deductibles. 401k with a 4% match Apple & Verizon employee discounts Dog friendly office - everyone can bring their dogs to work so long as they're vaccinated. Free lunch Fridays Summer Fridays - out at 3:00pm! Annual merit increases Responsibilities of HR Manager: Recruit and select the best-qualified employees for the company. Develop and implement HR strategies and initiatives aligned with the overall business strategy that are fair and equitable for all employees. Provide guidance and support to managers and employees on HR-related matters, including performance management, disciplinary actions, and conflict resolution. Conduct exit interviews, analyze data, and make recommendations to the management team for continuous improvement. Manage the annual Performance Appraisals and Management by Objectives. Coordinates employee recognition and relations programs and events. Handles discipline and termination of employees in accordance with company policy Comply with federal, state, and local legal requirements by keeping abreast of existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions. Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records. Conduct training sessions on HR policies, procedures, and best practices. Process bi-weekly payroll for employees and monthly payroll for independent contractors, including all employee/independent contractors changes. Keep track and manage of all employees' approved vacation/sick time off for allotted days per employee tenure in ADP. Manage the recruitment and selection process, including job postings, screening resumes, conducting interviews, onboarding, and Orientation. Preferred Experience of HR Manager: Bachelor's degree in human resources or related area Experience with recruiting and payroll Experience with Extensis Ability to work on multiple projects while managing deadlines. Proficient in MS Office, Word, Excel, and PowerPoint #INJUN2025 #LI-GW1 #LI-Onsite #ZRCFS

Job Description: Administrative Assistant (HR) Ideal skills/responsibilities -Light filing work -Organizing and assiting with company events -Powerpoint Presentations -Excel lists Ideal candidate will have a desire to learn quickly. Hours will be approximately 8:30AM-5:00PM local time (Subject to change TBD) Starting as 4 days per week and could increase to 5. Comments for Suppliers: 4 days a week 8:30-5p Nesco Resource and affiliates (Lehigh G.I.T Inc, and Callos Resource, LLC) is an equal employment opportunity employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or veteran status, or any other legally protected characteristics with respect to employment opportunities.

Human Resources Operations Specialist Report to: Senior Director, Corporate Human Resources The HR Operations Specialist is an integral member of the Human Resources team, responsible for supporting the daily operations of HR processes with precision and professionalism. This role focuses on maintaining employee data integrity, administering HRIS platforms, supporting compliance efforts, and driving operational efficiency across HR services. The ideal candidate has relevant HR experience, is highly organized, detail-oriented, and eager to contribute to a collaborative HR function in a fast-paced environment. Key Responsibilities: Maintain accurate and up-to-date employee records in the HRIS system, ensuring data integrity and compliance with company policies and data privacy regulations. Process and manage routine employee lifecycle transactions including onboarding, job changes, promotions, and terminations. Provide first-level HRIS support, including troubleshooting, user access, and data audits; assist in system enhancements and rollouts. Support the implementation and documentation of HR policies and procedures, ensuring consistent and compliant application across the organization. Generate and distribute recurring and ad hoc reports and dashboards to support internal HR analytics, audits, and business decision-making. Collaborate with Payroll, Benefits, and Talent Acquisition teams to ensure timely and accurate execution of cross-functional HR activities. Monitor and track compliance calendars executed by regional HR to ensure accountability and controls on compulsory HR activities. Identify opportunities for process improvement and assist in implementing automation and efficiency measures in HR service delivery. Contribute to HR projects such as policy reviews, HRIS implementation, compensation management, data analysis and dashboard generation. Other duties and tasks as assigned by manager. Qualifications and Experience : Bachelor's degree in Human Resources, Business Administration, or related field. 2-4 years of experience in HR operations or a similar role. Strong analytical and problem-solving skills. Excellent organizational and time management abilities. High attention to detail and level of confidentiality and professionalism. Strong communication and interpersonal skills. Experience with process automation tools or HR analytics. Knowledge of HR processes, employment laws and HR compliance standards. Proficiency in Microsoft Office Suite with advanced capabilities in Excel. Preferred Qualifications : Familiarity with HRIS systems (e.g., Oracle HCM, ADP WFN, Darwinbox, etc.). Working knowledge of ADP and ADP WFN highly desirable. Expert proficiency in MS Excel. Prior global experience in areas of compliance. Global mindset and ability to work with cross-functional, multicultural teams. Why should you join Photronics? For 55 years, we have served as a market leader and innovator in the photomask space. Rewards culture with commensurate recognition of performance and success. Competitive salary and annual bonus program. Equity compensation eligibility. Full suite of health and welfare benefits. 401k with company match.

Spectrum The Manager of HR Data & Reporting Analytics role is responsible for analyzing processes and data by extracting and analyzing complex data from various data warehouse environments. This position identifies and reports on trends and patterns found within the data, and makes recommendations for business and process improvement. This position will work with business users to understand requirements and expectations for permanent and ad hoc requests, to meet the analytical data needs of the business. MAJOR DUTIES AND RESPONSIBILITIES Actively and consistently support all efforts to simplify and enhance the customer experience. Demonstrate a consultative and client-oriented approach to the Data analysis and interpretation. Acquire data from primary or secondary data sources for use in analysis and trending. Identify, analyze and interpret trends or patterns in complex data sets. Interpret data and analyze results using statistical techniques and provide ongoing reports. Produce ad hoc reports to answer business questions quickly and thoroughly. Create reports and data driven presentations. Generate reports, charts and dashboards to allow management to track business information; provide links to department goals to evaluate progress Use data to create reports in Tableau, Excel, Power Point and other reporting tools Work closely with management to prioritize business and information needs. Work independently with internal clients to determine their reporting requirements. Investigate and perform root cause analysis. Define, document, implement and track process flows for all processes, procedures, and policies for the department. Interact with cross-functional teams to ensure business processes and rules are aligned, adjusting documentation accordingly. Document processes using Microsoft Office Suite of tools including Excel, PowerPoint, Access, etc. Interact with internal teams to ensure systems/tools are in accordance with business processes and rules; adjust systems/documentation accordingly. Perform a cross-functional role to facilitate business process changes with stakeholders in other departments; work with stakeholders to support the integration of new processes, into existing operations. Audit and recommend updates to existing methods, procedures and process documentation on an as needed basis. Participate in process requirements, planning and validation through operational testing to ensure plan changes meet business sponsor needs. Manage the process review and signoff of new methods and procedures. Support testing and roll out of all projects/process improvements that impact the department. Understand policies, procedures and practices for analysis of business performance and impact. Identify trends and occurrences in data and translate findings into various mediums including text, charts, graphs, displays and tables. Perform other duties as requested by management. REQUIRED QUALIFICATIONS Skills/Abilities and Knowledge Ability to read, write, speak and understand English Knowledge of HR database/reporting systems Strong written and verbal communication and presentation skills

Do you want to be part of a collaborative problem-solving cyber security team? Guardian is looking for a head of identity and access management that will demonstrate courage, boldness, strength, intelligence, honor, energy, adaptability, innovation, process oriented that will lead a team of talented individuals. The Head of Identity and Access Management (IAM) is a strategic leadership role responsible for defining and executing Guardian's enterprise-wide IAM vision. This leader will drive the modernization and operational excellence of IAM capabilities across workforce, agency, and customer identity domains, ensuring alignment with business objectives, regulatory requirements, and emerging threat landscapes. This leader will execute strategy, business execution, operations, engineering of Guardians Identity and Access Management program. A self-starter who is fueled by collaboration, process improvement, tech modernization, attention to detail, innovation to transform and develop talent that runs this critical function. The right individual will partner across the Enterprise Cyber Security Organization & business counterparts to ensure Guardian's identity assets are well protected and defended against cyber threats and reduce company risk and instill trust in all forms of identity. The successful candidate must live by the Guardian principles, values, & success factors. Some major operating principles include thinking big & growing, accelerating operational excellence and being able to lead through change. The successful candidate will help to develop IAM strategy, collaborate with security architecture & operations while building security solutions that ensure proper alignment with Guardian's Digital Technology strategy. The successful candidate will be mission focused, process orientated, strong engineering & business background, strategic thinker, ability to influence and communicate complex identity-based & technology solutions. The innovative thought leader will harness their deep security & identity knowledge and technical expertise to develop talent and build & operate the security controls & defenses that protect Guardian. Key Responsibilities Strategy & Governance Define and lead the multi-year IAM strategy, aligning with digital & technology, enterprise cybersecurity objectives, and digital transformation goals & objectives. Establish governance frameworks for identity lifecycle, access provisioning, privileged access, and authentication/authorization policies. Partner with business and IT stakeholders to ensure IAM capabilities support secure, seamless user experiences across platforms. Business Process Leadership Bridge gaps between business, business IT and IAM. Drive business identity for customer related activities including but not limited to privacy, cross selling for customers services. Oversee the design and continuous improvement of IAM processes, including onboarding/offboarding, access reviews, and role-based access control (RBAC). Drive automation and self-service initiatives to reduce manual effort and improve operational efficiency. Ensure IAM processes are embedded into the Secure Technology Governance Lifecycle (SDLC) and enterprise risk management frameworks. Ensure access is appropriately managed throughout the user lifecycle Technology & Architecture Lead the modernization of IAM platforms, including the transition to Microsoft Entra ID and Okta for workforce and customer identity, respectively. Oversee the integration and decommissioning of legacy systems (e.g., ISAM, ISIM, LDAP, RSA, Ping). Champion innovation in areas such as IAM tech modernization, password-less authentication, identity proofing, multi-factor, authentication to modern and legacy systems, and secrets management. Modernization & Platform Strategy Collaborate with Architecture & execute a platform-based model for IAM that simplifies the technology stack, reduces redundancy, and enhances scalability. Lead the transformation of the Identity Governance platform, consolidating tools and capabilities into a unified, cloud-native architecture. Drive alignment between IAM platform services and enterprise architecture standards, ensuring modularity, reusability, and API-first design. Collaborate with engineering and product teams to embed IAM capabilities into digital experiences and developer workflows. Collaboration & Stakeholder Engagement Serve as a trusted advisor to business units, technology leaders, and risk partners on identity-related matters. Collaborate with HR, Legal, Compliance, Governance and Enterprise Architecture to ensure IAM policies and practices align with organizational priorities. Partner with application owners and infrastructure teams to embed IAM controls into business processes and technology solutions. Represent IAM in enterprise governance forums and cross-functional initiatives, advocating for secure and user-centric identity solutions. Team & Program Management Build and lead a high-performing IAM organization, including platform engineering, user management, and program delivery teams. Manage a global team structure with resources across the U.S. and Guardian India. Monitor KPIs/OKRs to ensure service level objectives are met or exceeded. Risk & Compliance Ensure IAM controls meet internal audit, SOX, NYDFS, MAR and regulatory requirements. Collaborate with IT Risk, Internal Audit, and Compliance to maintain a strong control environment. Lead IAM-related incident response and remediation efforts as needed. Qualifications 10+ years of progressive experience in IAM, cybersecurity, or IT risk management. Proven leadership in designing and executing enterprise IAM strategies. Proven track record of delivering large transformational IAM efforts Deep understanding of IAM technologies (e.g., Entra ID, Okta, ISAM, ISIM, LDAP). Strong grasp of regulatory frameworks (e.g., SOX, SOC2) and IAM control design. Experience managing global teams and vendor partnerships. Certifications such as CISSP, CISM, CRISC, IAM specialties preferred. Salary Range: $174,760.00 - $287,102.50 The salary range reflected above is a good faith estimate of base pay for the primary location of the position. The salary for this position ultimately will be determined based on the education, experience, knowledge, and abilities of the successful candidate. In addition to salary, this role may also be eligible for annual, sales, or other incentive compensation. Our Promise At Guardian, you'll have the support and flexibility to achieve your professional and personal goals. Through skill-building, leadership development and philanthropic opportunities, we provide opportunities to build communities and grow your career, surrounded by diverse colleagues with high ethical standards. Inspire Well-Being As part of Guardian's Purpose - to inspire well-being - we are committed to offering contemporary, supportive, flexible, and inclusive benefits and resources to our colleagues. Explore our company benefits at ************************************************ Benefits apply to full-time eligible employees. Interns are not eligible for most Company benefits. Equal Employment Opportunity Guardian is an equal opportunity employer. All qualified applicants will be considered for employment without regard to age, race, color, creed, religion, sex, affectional or sexual orientation, national origin, ancestry, marital status, disability, military or veteran status, or any other classification protected by applicable law. Accommodations Guardian is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. Guardian also provides reasonable accommodations to qualified job applicants (and employees) to accommodate the individual's known limitations related to pregnancy, childbirth, or related medical conditions, unless doing so would create an undue hardship. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact applicant_accommodation@glic.com. Current Guardian Colleagues: Please apply through the internal Jobs Hub in Workday.

**Who We Are** At Kyndryl, we design, build, manage and modernize the mission-critical technology systems that the world depends on every day. So why work at Kyndryl? We are always moving forward - always pushing ourselves to go further in our efforts to build a more equitable, inclusive world for our employees, our customers and our communities. **The Role** As a HR Information Systems Product Owner, you will be responsible for the development, implementation and maintenance of human resource information systems (HRIS) associated with the collection, retrieval, accessibility and usage of employee information for Human Resource department planning and activities. You will have the opportunity to: + Own & communicate product vision for Workday and other HR Tools across the HR functional areas to define, recommend, prioritize, and implement solutions aligning to strategic goals. + Work closely with stakeholders and internal technology partners and include industry best practices to architect technology solutions needed to drive alignment of business needs and lead discussions to arrive at mutually agreeable solution options and integrations. + Establish project management discipline and governance processes to support initiatives end to end from project planning through testing to delivery to ensure a successful end-user experience for all new deployments and on-going maintenance of Workday and integrations. + Work with technical resources to maintain platform health and look for continuous improvement options, as well as assist with troubleshooting/resolution of escalated product issues. + Create and maintain product and release requirements backlog. Work with the global process owners to negotiate and prioritize enhancements rolled out to the organization as well as continue to monitor the security, efficiency and effectiveness of the Workday solution when compared to Kyndryl's strategic vision for operations, risk, controls, and security profile. + Build and maintain a strong working relationship with the HR Centers of Excellence leadership to which you are assigned and other business leaders. + Align business priorities and make trade-off decisions across multiple collaborator concerns. Balance priorities between strategic new development against ongoing production support. + Coordinate and lead testing efforts while contributing to the employee experience with end-user focus, collaboration, and transparency + Recognize available options and select the appropriate course of action for continuous improvement of solutions and delivery processes with the highest business value. Proactively identify, resolve, or bring up issues, concerns, and impediments to get the project developed with efficiency and maximum effectiveness + Act as the conduit between Technology and business partners to keep the project moving. + Provide final sign-off for projects. Serve as an escalation resource for Tier 2 & 3 issues. **Your Future at Kyndryl** Every position at Kyndryl offers a way forward to grow your career, from a Product Owner to Principal Architect - we have opportunities for that you won't find anywhere else, including hands-on experience, learning opportunities, and the chance to certify in all four major platforms. Kyndryl currently does not require employees to be fully vaccinated against COVID-19, however, if you are hired to work at a client, customer, or partner location, you may be required to show proof of vaccination to align with their respective COVID-19 vaccination policies. Those who believe they are eligible may apply for a medical or religious accommodation prior to the start of employment. **Who You Are** You're good at what you do and possess the required experience to prove it. However, equally as important - you have a growth mindset; keen to drive your own personal and professional development. You are customer-focused - someone who prioritizes customer success in their work. And finally, you're open and borderless - naturally inclusive in how you work with others. **Required Skills, Experience and Circumstances:** + Minimum of 7 years experience as a Product Owner, Consultant or Business Analyst in the HRIS space across a variety of disciplines. + 3+ years Workday, ServiceNow and/or HR Systems experience with an in depth understanding of the product and business processes related to various functional areas within Workday, including understanding of E2E Workday integration points. + 3+ years Consulting Experience focused on Systems Implementation. + Global experience with other HR Applications and vendors in the HR Technology tech stack including Service Now. + Experience with Product Roadmap development and influencing key collaborators for consensus on business priorities. Ability to facilitate complex discussions. + Project Management experience with focus on design, facilitating development, testing and delivery. + Demonstrates abilities and/or a proven record of success working in a consultative capacity on Human Capital technology projects. + A driver, decision maker, and effective team collaborator. Ability to acquire crucial information and key objectives. + Organized, self-motivated, highly adaptable, and have a strong desire to embrace change. + Outstanding leadership and motivational skills - possessing a willingness to empower as well as inspire commitment and positive attitude in the team + Ability and/or experience to work independently as well as in a team environment through collaboration and consultation skills while working with individuals from all backgrounds and organizational levels and across functional areas **Compensation** The compensation range for the position in the U.S. is $116,760 to $221,880 based on a full-time schedule. Your actual compensation may vary depending on your geography, job-related skills and experience. For part time roles, the compensation will be adjusted appropriately. The pay or salary range will not be below any applicable state, city or local minimum wage requirement. There is a different applicable compensation range for the following work locations: California: $128,400 to $266,040 Colorado: $116,760 to $221,880 New York City: $140,040 to $266,040 Washington: $128,400 to $243,960 Washington DC: $128,400 to $243,960 This position will be eligible for Kyndryl's discretionary annual bonus program, based on performance and subject to the terms of Kyndryl's applicable plans. You may also receive a comprehensive benefits package which includes medical and dental coverage, disability, retirement benefits, paid leave, and paid time off. Note: If this is a sales commission eligible role, you will be eligible to participate in a sales commission plan in lieu of the annual discretionary bonus program. Applications will be accepted on a rolling basis. 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. Know Your Rights: Workplace Discrimination is Illegal (************************************************************************************** Pay Transparency Nondiscrimination Provision **Being You** Diversity is a whole lot more than what we look like or where we come from, it's how we think and who we are. We welcome people of all cultures, backgrounds, and experiences. But we're not doing it single-handily: Our Kyndryl Inclusion Networks are only one of many ways we create a workplace where all Kyndryls can find and provide support and advice. This dedication to welcoming everyone into our company means that Kyndryl gives you - and everyone next to you - the ability to bring your whole self to work, individually and collectively, and support the activation of our equitable culture. That's the Kyndryl Way. **What You Can Expect** With state-of-the-art resources and Fortune 100 clients, every day is an opportunity to innovate, build new capabilities, new relationships, new processes, and new value. Kyndryl cares about your well-being and prides itself on offering benefits that give you choice, reflect the diversity of our employees and support you and your family through the moments that matter - wherever you are in your life journey. Our employee learning programs give you access to the best learning in the industry to receive certifications, including Microsoft, Google, Amazon, Skillsoft, and many more. Through our company-wide volunteering and giving platform, you can donate, start fundraisers, volunteer, and search over 2 million non-profit organizations. At Kyndryl, we invest heavily in you, we want you to succeed so that together, we will all succeed. **Get Referred!** If you know someone that works at Kyndryl, when asked 'How Did You Hear About Us' during the application process, select 'Employee Referral' and enter your contact's Kyndryl email address. Kyndryl is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, pregnancy, disability, age, veteran status, or other characteristics. Kyndryl is also committed to compliance with all fair employment practices regarding citizenship and immigration status.

About Us: The Joseph P. Addabbo Family Health Center, A Federally Qualified Health Center helping to build the foundation for healthy communities by ensuring access to quality, affordable health care. The Employee Relations Specialist will support a positive and compliant work environment by managing employee relations issues, conducting investigations, liaising with union representatives, and leading employee engagement initiatives. This position is essential in ensuring a fair and consistent approach to HR policies and practices, aligned with organizational values and legal requirements. Duties and Responsibilities: Serve as the primary point of contact for employee relations matters, including employee complaints and workplace concerns. Conduct thorough and objective internal investigations in collaboration with the Compliance Department. Collaborate with union representatives to address and resolve employee concerns and attend and support labor-management meetings as needed. Interpret and apply union contracts, HR policies, and employment laws to ensure compliance and consistency across all levels. Track and maintain records of all employee relations activities and case outcomes. Spearhead employee engagement and recognition events that promote a healthy workplace culture and boost employee morale. Support the development and delivery of training for supervisors and staff related to employee relations and workplace policies. Minimum Qualifications: · 3 years of employee relations experience, preferably in a unionized environment. · Strong knowledge of employment laws, HR best practices, and union relations. · Demonstrated experience conducting workplace investigations. · Excellent interpersonal, conflict resolution, and communication skills. · Ability to maintain a high level of confidentiality, professionalism, and sound judgment. · Experience in Human Resources, Labor Relations, Business Administration, or a related field. · Proficiency in Microsoft Office Suite.

The Manager of HR & Administration in Hartford will work closely with the Director of Human Resources providing ongoing support to the Divisions in the areas of employee relations, full cycle recruitment, policy writing and implementation, supervisory & management training, and transactions. This individual will directly supervise the HR Generalist assigned to them, and support HR department projects, tasks and objectives. Accountability This position reports directly to the Director of Human Resources with occasional direction from the AGM of Administration. The position directly supervises an HR Generalist in the Hartford Division. This position may also assist in the supervision of other administrative personnel as needed across the organization. Examples of Duties * Performs full cycle recruiting tasks for exempt and nonexempt positions. Reviews job descriptions and requirements with hiring managers and determines appropriate channels for recruiting. * Serves as an administrator for the job requisition approval process and applicant tracking system. * Works collaboratively with union partners/representatives and management to resolve labor relation matters ensuring consistency in decision making and outcomes to reduce potential liability for the organization. * Manages the full recruiting and hiring cycle including background investigations and compliance, and onboarding for all exempt and nonexempt personnel, full and part-time, and temporary employees, in the Hartford Division. * Assists the HRIS Manager and other HR Managers in processing employee life cycle changes (e.g. hires, terminations, promotions, transfers, title/schedule changes), including drafting appropriate communications and updating files in HRIS. * Assists the Employee Benefits Manager with any benefits administration matters as needed. * Assesses training needs for the organization and makes recommendations. * Develops online and in-person training programs for supervisors, managers, and other employees, including training required by law, and delivers training as appropriate. * Assists the Director of Human Resources in handling and resolving employee relations concerns and complaints. * Leads or assists with internal investigations of employee complaints. * Assists in carrying out Affirmative Action and/or Equal Employment Opportunity policies and reporting. * Manages unemployment compensation matters. * Develops a thorough working knowledge of union contracts, and company policies and procedures. * Oversees & performs analysis and reporting of personnel information as required by executive management and outside agencies. * Monitors employee performance appraisals and personnel actions; works with supervisors and managers to develop employee feedback and disciplinary action when appropriate. * Overseas third party FMLA administrator and works with managers to respond to requests for reasonable accommodation under the ADA. * Responds to inquiries for information from employees, senior leadership, and/or external partners as needed. * Coordinates and schedules meetings with staff, consultants, and external partners as needed. * Assists Department Heads and/or Human Resources in overseeing divisional administration and proper recording of time and leave, FMLA, CDL, and performance records in conformity with all Company and regulatory requirements. * Assists in preparing documentation related to unemployment compensation, grievance arbitrations, and disciplinary actions, as assigned. * Acts as liaison for the division with company Finance, Human Resources, and Pension administrators. * Leads discussions with union representatives and employees regarding grievances and labor issues as assigned; reviews and evaluates major grievance issues and disciplinary actions of hourly employees; recommends and initiates appropriate action; and represents the company in proceedings concerning unemployment compensation, grievance arbitrations, as assigned. * Work cooperatively with all levels of personnel. * Attends in-service training, seminars or other opportunities for professional development as made available by the Agency. Provides training for Agency personnel as required. Actively participates in staff meeting, trainings, etc. * Has thorough working knowledge of Agency policies and procedures, and collective bargaining agreements. * Manages the coaching, training, discipline and/or commendations for any first level administrative employees as assigned. * Manages and participates in the selection and interview process for all administrative positions in the Hartford Division and other divisions as needed. * Travels and provides support to other departments and divisions with HR, Finance and other administrative related functions as needed. * Serves as a backup to the Director of Human Resources or other Divisional HR Managers as needed. * Assist other departments and divisions as assigned. * Other duties and responsibilities as assigned. Qualifications * A bachelor's degree with major course work in Human Resources Management, HRIS, Administration, Organizational Psychology, Organizational Development, or a related field and five (5) years of relevant work experience is required. * An equivalent combination of education and work experience on a year-for-year basis can be substituted for the 4-year degree requirement. * An advanced degree in Human Resources Management, and/or a PHR, SPHR, SRHM-CP, or SHRM-SCP is preferred. * A minimum of three (3) years of leadership experience is required. * Experience working in a union environment, interviewing, hiring, training, employee development, employee discipline up to and including termination. * Ability to handle sensitive and confidential information with discretion. * Ability to quickly master all internal software programs and new HRIS and timekeeping systems. * Ability to prioritize projects and have excellent communication (written and oral) interpersonal skills, tact and diplomacy. Ability to work both independently and in a team environment. * Knowledge of the advanced principles of supervision, knowledge of progressive discipline processes, including demonstrated ability to communicate clearly, build commitment to goals, offer instruction, with excellent written and verbal communication skills, interpersonal skills, tact and diplomacy. * Ability to work in a fast-paced environment, to multitask, manage multiple employees, ability to conduct training when necessary. * Customer-focused and capable of relating well at all levels of the organization. * Impeccable judgment and high personal/professional integrity. * Flexible availability including nights and weekends as needed to support a 3-shift 24/7/365 operation. * A Valid Driver's License is required. Individual may be required to travel in the course of their daily work. How To Apply Please visit our website at ********************************* to complete the on-line application and attach a cover letter and resume.

For over 75 years, BIC has been creating ingeniously simple and joyful products that are a part of every heart and home. As a member of our team, you'll be a part of reigniting a beloved brand as we continue to reimagine everyday essentials in new, sustainable and responsible ways. Our "roll up your sleeves and get the job done" approach to work creates an environment where self-starters, problem solvers and innovative thinkers thrive. BIC team members are empowered to take ownership of their careers and bring their unique perspectives to the table to make a meaningful impact on our mission. It's a colorful world - make your mark by joining the BIC team today. This position plays a key role in providing both strategic and tactical Human Resources support to develop and coordinate programs which directly support the achievement of business objectives. This position supports site managers in managing the day-to-day Human Resources functions with a strong focus on labor and employee relations. Other daily functions include training, performance management, on boarding, policy implementation, employee engagement, recruiting and selection, and employment law compliance. Job Description * Support all aspects of labor and employee relations including investigations; grievances; counseling to management, employees and associates; conflict mediation and resolution, etc. * Actively prepare for and participate in upcoming collective bargaining negotiations, including: * Compiling information and statistics on the economic and non-economic proposals of both labor and management. * Preparing wage surveys and analysis. * Taking on the role of note-taker during collective bargaining negotiations. * Assisting in the drafting of Company talking points and contract proposals. * Partner with site leadership to craft a world class manufacturing environment. * Assist with the administering of established policies, procedures and labor agreement. * Assess employee needs and whether the organization can fulfill them within the scope of the collective bargaining agreement. * Participate in meetings between labor and management to discuss and attempt to resolve issues of mutual concern. * Determine with site Leadership, develop and implement training programs to strengthen competencies and skill-sets across the business. * Ensure compliance with BIC requirements. * Responsible for remaining up-to-date on relevant federal employment laws and other human resources and labor relations compliance issues. * Maintain compliance with federal and state regulations concerning employment. * Confidential record maintenance. * Manage recruitment effort for all personnel, both hourly and salaried. * Manage new-employee orientations. Qualifications * BA/BS degree in Human Resources, Industrial Labor Relations or related field * Related Previous Experience: * Minimum 5 years of Human Resources experience including direct labor relations experience. * A solid experience with human resources systems such as ADP * Human Resources experience in a manufacturing environment, as well as exposure to manufacturing safety requirements and regulations. * Prior participation in a collective bargaining negotiations also a plus. * Experience working with global counterparts preferred. * Ability to handle all the challenges connected to the role * Must be available Monday to Friday from 8 to 5. And have flexibility beyond normal hours including availability on call for employee relations issues 24/7. * Ability to deal with several issues simultaneously that demand pertinent attention. * Knowledge of the laws, regulations and procedures regarding human resources and collective bargaining. * Knowledge of techniques of data collection and interpretation. * Proficient in using MS Office Products (i.e., MS Word, Excel). Excellent oral and written communication skills, including impeccable note-taking skills BIC is an Equal Opportunity Employer. We strongly commit to hiring people with different backgrounds and experiences to help us build better products, make better decisions, and better serve our customers. We do not discriminate based upon race, religion, color, national origin, gender, sexual orientation, veteran status, disability status, or similar characteristics. All employment is decided based on qualifications, merit, and business need. BIC is not seeking assistance or accepting unsolicited resumes from search firms for this employment opportunity. Regardless of past practice, all resumes submitted by search firms to any team member at BIC via email, or directly to a BIC team member in any form without a valid written search agreement in place for that position will be deemed the sole property of BIC, and no fee will be paid in the event the candidate is hired by BIC as a result of the referral or through other means. Nearest Major Market: New Haven Nearest Secondary Market: Hartford

Job Title: Chief Human Resources Officer Reports To: Chief Executive Officer (CEO) Program: Administration Location: In-Person Hours Per Week: 35 FLSA Status: Exempt Salary Range: $150,000-$170,000 Summary Description: The Chief Human Resources Officer (CHRO) of Greater Mental Health (GMH) of NY is responsible for all aspects of the Human Resources function at the agency. As a key member of the agency's executive management team, the CHRO is expected to exemplify the highest standards of professional integrity. The CHRO should be a values-based leader who can build and maintain a high integrity culture and possess strong strategic organizational skills, establish collaborative partnerships with external and internal stakeholders. The CHRO will exhibit ethical conduct and have strong business acumen. The CHRO will participate in fostering a harmoniousness culture and environment including but not limited to diversity, equity, inclusion, teamwork, and collaboration. Additionally, the CHRO will have a creative and entrepreneurial approach to solving problems, and have solid presentation, communication, and interpersonal skills. The CHRO is a leader who demonstrates cultural awareness and agility, exercises emotional intelligence, builds trust and credibility, and collaborates with a wide variety of stakeholders within the agency and associated communities. The CHRO is expected to act as a trusted confidant and business partner to the CEO and executive team. The CHRO will work with a person-centered, trauma informed philosophy in alignment with the values of Greater Mental Health of NY. Specific Duties and Responsibilities: Human Capital Vision & Strategy Collaborates with executive leadership to define the agency's short-term and long-term mission and goals; identifies ways to support this mission through talent management. Participates in business planning and strategic direction with executives including organizational structure; recruiting strategies; retention; exit strategies; ramifications of agency expansion, reduction or change, etc. Identifies and achieves key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics. Develop and maintain an overarching diversity, equity, and inclusion plan that includes continued execution strategies, and the ability to collect and use data to assess effectiveness. Communicates changes in agency personnel policies and procedures and ensures proper compliance is followed. Liaison to the human resources committee of the board. Talent Acquisition, Engagement & Management Provide thought partnership to senior leadership on demographic trends and how to effectively support an evolving workforce With the talent and acquisition specialist, deliver a clear and sustainable recruitment strategy, inclusive of employment branding, that encourages and enables the development of internal talent, the identification of external talent and the use of appropriate tools and methods for recruitment, inclusive of DEIB and competitive pay Provide an engaging and consistently excellent onboarding experience that reaffirms the new hire's decision to join GMH, fast tracks productivity and acculturation, and reduces turnover Implement processes that protect and enhance the lives of our staff. Provide supervision, mentoring, coaching, and performance reviews for direct reports. Compensation & Benefits Deliver a comprehensive Total Reward Strategy that appropriately supports achievement of organizational goals and priorities, helps position us as an employer of choice, that pays competitively and a strategy that staff value and understand Lead effort in developing equitable and appropriate position levels and competitive salary bands in response to diverse staffing needs; ensures FLSA and other compliance with salary bands Manage salary administration guide that provide rationale and direction for salary setting, salary increases, promotions, and (if applicable) bonuses, through REI lens Lead compensation studies, as necessary to ensure competitive salaries and benefits Ensure enrollment, education, and compliance, as Plan Sponsor of retirement programs Design and implement comprehensive, cost-effective, and health and wellness programs focused on the diverse needs of our professionals Researches, develops, and implements competitive compensation, benefits, and employee incentive programs including bonus plans. Overseas all employee benefits including but not limited to medical, dental, vision, LTD, STD, and other voluntary benefits. Works with all insurance brokers and administrators. Manages the agency's retirement plans including 403b and pension plan. Manages agency's worker's compensation plan including attending mediations and negotiating contracts. Effectively, with external counsel and the CEO manage carriers and legal process. Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements (ERISA, ACA, EEOC, DOL, FMLA, Sick Leave, etc.) Talent Development Oversees performance appraisals, hiring, coaching, career development conversations, and disciplinary actions of employees. Establish proactive approaches to the identification of high-performing talent, maintain, and make transparent clear career pathways and opportunities for progression through an equity lens, ensuring clear succession planning, strong bench of talent and retention Champion a performance culture while making recommendations for improvements and lead performance evaluation for Institute, that includes annual performance reviews. Provide guidance to executives on disciplinary action plans. Handles discipline and termination of employees in accordance with agency protocols. Provides counsel in employee relations issues and partners with legal when necessary. Budget, Data, Technology & Compliance Develop and monitor the HR budget and report on current and future staffing costs and initiatives. Collaborate with the finance team to address budget questions or issues and respond to all internal and external inquiries related to HR budget and expenses. Ensure system data integrity, reporting effectiveness and accuracy and that appropriate controls and processes are established and adhered to for optimum system functionality Responsible for establishment of employee manual and ensuring HR policies and procedural workflows are in compliance Supervise EEOC and ensure completion of affirmative action reporting Ensure that all members of our community, including individuals with disabilities, have equal access to, are granted accommodations, and can fully participate in, all aspects of GMH's information technology and work. Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Collaborate with the finance team to review compensation plans and staffing expenses. Other Duties as assigned. Required Knowledge and Skills 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 multi-state and county employment-related laws and regulations. Previous business partner or HR advisory experience; ideally in a non-profit or health care setting. Knowledge of various state and federal laws regarding employment and general personnel practices. Knowledge of and experience with varied human resource information systems including ADP WorkForceNow, ADP ACA Compliance. Proficient with Microsoft Office Suite and/or related software. Qualifications: The CHRO must have a Master's degree in Human Resources, Human Services, Business Administration or Industrial Psychology preferred. A human resources certification is preferred. Expertise across a broad spectrum of HR disciplines and tools. Comprehensive knowledge and leadership of organizational effectiveness and HR functions, with generalist experience and exposure to all core functions within the discipline. Experience building a strong talent pipeline, with the ability to create a highly engaged workforce capable of meeting both current and future agency needs. Strong interpersonal skills: ability to communicate and engage at all levels of the organization and with staff at remote locations. At least ten years of human resource management experience is required, with strategic, talent management, and/or business development experience highly preferred. Non-profit or healthcare setting experience is preferred. The CHRO must have 5-10 years of supervisory experience. Advanced computer skills are required. Must be reliable and able to work independently and understand the importance of maintaining confidentiality. The CHRO must be cleared in the background check process and maintain clearances during employment for Criminal and Financial History Records search. The CHRO must be cleared in the background check process and maintain clearances during employment by the Justice Center for the Protection of People with Special Needs Staff Exclusion List (SEL) and the New York State Medicaid Exclusion List. The CHRO must be legally eligible to work in the United States. Special Considerations : Hours per week, reporting structure, and location are subject to change per program needs. Mandated Reporter: This is a Mandated Reporter position. The NYS Justice Center legislation defines anyone who has regular and substantial contact with any person with special needs as a “custodian” under the law and, therefore, a mandated reporter. You can be held liable by both the civil and criminal legal systems for intentionally failing to make a report. Greater Mental Health of New York is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information. Greater Mental Health of New York is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request a reasonable accommodation, contact the Human Resources Department. Effective Date: June 2025

Who We Are At Kyndryl, we design, build, manage and modernize the mission-critical technology systems that the world depends on every day. So why work at Kyndryl? We are always moving forward - always pushing ourselves to go further in our efforts to build a more equitable, inclusive world for our employees, our customers and our communities. The Role The Director, HR Information Systems will provide operational excellence and strategic, proactive support of the delivery and execution of Kyndryl's HR technical strategy. This position will be leading or involved in managing complex, people-centered HR Transformation programs to include the transformation of Workday capabilities, Service Now enhancements and Payroll transformation. In this role, you will have the opportunity to participate in other work within the HR Transformation team's responsibility, including digital transformation, special projects, and employment-related programs. Additionally, you will have the opportunity to: * Lead a team of Product Owners and have individual accountability for Owning & communicating product vision for Workday, Service Now, and other HR Tools across the HR functional areas to define, recommend, prioritize, and implement solutions aligning to strategic goals. * Work closely with stakeholders and internal technology partners and include industry best practices to architect technology solutions needed to drive alignment of business needs and lead discussions to arrive at mutually agreeable solution options and integrations. * Establish project management discipline and governance processes to support initiatives end to end from project planning through testing to delivery to ensure a successful end-user experience for all new deployments and on-going maintenance of Workday and integrations. * Work with technical resources to maintain platform health and look for continuous improvement options, as well as assist with troubleshooting/resolution of escalated product issues. * Create and maintain product and release requirements backlog. Work with the global process owners to negotiate and prioritize enhancements rolled out to the organization as well as continue to monitor the security, efficiency and effectiveness of the Workday solution when compared to Kyndryl's strategic vision for operations, risk, controls, and security profile. * Build and maintain a strong working relationship with the HR Centers of Excellence leadership to which you are assigned and other business leaders. * Align business priorities and make trade-off decisions across multiple collaborator concerns. Balance priorities between strategic new development against ongoing production support. * Coordinate and lead testing efforts while contributing to the employee experience with end-user focus, collaboration, and transparency * Recognize available options and select the appropriate course of action for continuous improvement of solutions and delivery processes with the highest business value. Proactively identify, resolve, or bring up issues, concerns, and impediments to get the project developed with efficiency and maximum effectiveness * Act as the conduit between Technology and business partners to keep the project moving. * Provide final sign-off for projects. Serve as an escalation resource for Tier 2 & 3 issues. Your Future at Kyndryl Every position at Kyndryl offers a way forward to grow your career, from Junior Administrator to Architect. We have training and upskilling programs that you find anywhere else, including hands-on experience, learning opportunities, and the change to certify in all four major platforms. One of the benefits of Kyndryl is that we work with customers in a variety of industries, from banking to retail. Whether you want to broaden your knowledge base or narrow your scope and specialize in a specific sector, you can find your opportunity here. Kyndryl currently does not require employees to be fully vaccinated against COVID-19, however, if you are hired to work at a client, customer, or partner location, you may be required to show proof of vaccination to align with their respective COVID-19 vaccination policies. Those who believe they are eligible may apply for a medical or religious accommodation prior to the start of employment. Who You Are You're good at what you do and possess the required experience to prove it. However, equally as important - you have a growth mindset; keen to drive your own personal and professional development. You are customer-focused - someone who prioritizes customer success in their work. And finally, you're open and borderless - naturally inclusive in how you work with others. Required Skills, Experience and Circumstances: * Minimum of 10 years experience as a Product Owner, Consultant or Business Analyst in the HRIS space across a variety of disciplines. * 7+ years Workday, ServiceNow and/or HR Systems experience with an in depth understanding of the product and business processes related to various functional areas within Workday, including understanding of E2E Workday integration points. * 5+ years leading Consulting teams focused on Systems Implementation. * Global experience with other HR Applications and vendors in the HR Technology tech stack including Service Now. * Experience with Product Roadmap development and influencing key collaborators for consensus on business priorities. Ability to facilitate complex discussions. * Project Management experience with focus on design, facilitating development, testing and delivery. * Demonstrates abilities and/or a proven record of success working in a consultative capacity on Human Capital technology projects. * A driver, decision maker, and effective team collaborator. Ability to acquire crucial information and key objectives. * Organized, self-motivated, highly adaptable, and have a strong desire to embrace change. * Outstanding leadership and motivational skills - possessing a willingness to empower as well as inspire commitment and positive attitude in the team * Ability and/or experience to work independently as well as in a team environment through collaboration and consultation skills while working with individuals from all backgrounds and organizational levels and across functional areas What We Offer: * Competitive salary and benefits package. * Opportunities for professional growth and development. * A dynamic and inclusive work environment. * The chance to work with a leading global IT services company. Compensation The compensation range for the position in the U.S. is $150,720 to $286,200 based on a full-time schedule. Your actual compensation may vary depending on your geography, job-related skills and experience. For part time roles, the compensation will be adjusted appropriately. The pay or salary range will not be below any applicable state, city or local minimum wage requirement. There is a different applicable compensation range for the following work locations: California: $165,720 to $343,560 Colorado: $150,720 to $286,200 New York City: $180,720 to $343,560 Washington: $165,720 to $314,880 Washington DC: $165,720 to $314,880 This position will be eligible for Kyndryl's discretionary annual bonus program, based on performance and subject to the terms of Kyndryl's applicable plans. You may also receive a comprehensive benefits package which includes medical and dental coverage, disability, retirement benefits, paid leave, and paid time off. Note: If this is a sales commission eligible role, you will be eligible to participate in a sales commission plan in lieu of the annual discretionary bonus program. Applications will be accepted on a rolling basis. 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. Know Your Rights: Workplace Discrimination is Illegal Pay Transparency Nondiscrimination Provision Being You Diversity is a whole lot more than what we look like or where we come from, it's how we think and who we are. We welcome people of all cultures, backgrounds, and experiences. But we're not doing it single-handily: Our Kyndryl Inclusion Networks are only one of many ways we create a workplace where all Kyndryls can find and provide support and advice. This dedication to welcoming everyone into our company means that Kyndryl gives you - and everyone next to you - the ability to bring your whole self to work, individually and collectively, and support the activation of our equitable culture. That's the Kyndryl Way. What You Can Expect With state-of-the-art resources and Fortune 100 clients, every day is an opportunity to innovate, build new capabilities, new relationships, new processes, and new value. Kyndryl cares about your well-being and prides itself on offering benefits that give you choice, reflect the diversity of our employees and support you and your family through the moments that matter - wherever you are in your life journey. Our employee learning programs give you access to the best learning in the industry to receive certifications, including Microsoft, Google, Amazon, Skillsoft, and many more. Through our company-wide volunteering and giving platform, you can donate, start fundraisers, volunteer, and search over 2 million non-profit organizations. At Kyndryl, we invest heavily in you, we want you to succeed so that together, we will all succeed. Get Referred! If you know someone that works at Kyndryl, when asked 'How Did You Hear About Us' during the application process, select 'Employee Referral' and enter your contact's Kyndryl email address.

The Organization: The Wealth Alliance is a Melville, New York-based hybrid registered investment advisory firm. WA was founded in 2019 and currently employs over 20 professionals, including Certified Financial Planners, public accountants, investment management analysts, and a top-tier team of service professionals. The Position: We are seeking a strategic and experienced Human Resources Director for a Registered Investment Advisor (RIA). This individual will lead and shape the overall HR strategy, aligning it with business goals and ensuring compliance with all legal and regulatory requirements. The HR Director will oversee talent acquisition, compensation and benefits, performance management, and employee relations-fostering a positive, high-performing work environment while driving key HR initiatives to support organizational growth. A critical component of the role includes leading the human capital strategy for mergers and acquisitions, including due diligence, workforce planning, and cultural integration to ensure smooth transitions, mitigate risk, and support long-term success. Responsibilities: Develop and implement HR strategies that align with the RIA's overall business objectives, including talent acquisition, retention, and development. Oversee recruitment, hiring, onboarding, and performance management processes. Address employee concerns, conflicts, and grievances, and develop and enforce policies that promote a positive work environment. Ensure the RIA complies with labor laws, regulations, and industry standards. Develop and implement training programs to enhance employee skills and performance. Manage compensation and benefits programs to attract and retain talent. Oversee the efficient and effective operation of the HR department. Develop and track HR metrics to measure the effectiveness of HR programs and initiatives. Provide leadership and guidance to the HR team and communicate HR policies and procedures effectively. Ensure compliance with SEC regulations related to employee licensing, registration, and conduct. Develop a strong understanding of the financial services industry and the specific needs of an RIA. Build strong relationships with financial advisors and understand their unique needs and challenges. Ensure adherence to any local regulations around M&A activities that affect employee terms and conditions, safeguarding against legal issues and ensuring a smooth transition. Conduct due diligence on the target company's HR practices, developing workforce plans, managing communication and change, and facilitating cultural integration. Ensure compliance with HR-related laws and regulations and oversee the integration of HR systems, policies, and practices post-merger. Assess potential risks and identify synergies that can be leveraged pre/post M&A activities. Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field, with a Master's degree preferred. Significant experience in HR management, with experience in the financial services industry a plus. In-depth knowledge of employment law, HR policies and procedures, and industry best practices. Excellent leadership, communication, interpersonal, and problem-solving skills. Ability to adapt to a fast-paced and changing environment. Prioritize a varied and diverse set of tasks in order to set appropriate priority on both short and long-term goals. Salary & Benefits: $150,000-$165,000, BOE Medical, Dental & Vision Basic and Supplemental Life, AD&D Insurance, Disability Flexible Spending Account, Health Savings Account Employee Assistance Program 401(k)

ASSOCIATE ROLE Spencer Stuart is seeking to recruit an Associate for the Human Resources Practice. This Associate will have the opportunity to help solve Chief Human Resources Officers (CHROs) and other senior HR executive searches across industry sectors. With exposure to a broad set of clients and leadership challenges, this Associate will help to identify and develop diverse candidate slates as an essential member of the search team. The Associate role combines research, assessment, and relationship-building skills to deliver extraordinary service and value to Spencer Stuart clients. Successful candidates for the Associate position will have strong project management ability, writing skills, results orientation, rigorous attention to details, intellectual curiosity and be hardworking and persistent. The Associate will enjoy the challenge of working internally with a variety of Consultants, and externally with diverse, senior-level executives and board members. Candidates need to be comfortable navigating ambiguity and thrive in working in an apprentice-style model. Associates will be expected to acquire deep and insightful candidate pool knowledge over time. The Associate will be based in a city with a Spencer Stuart office, including Boston, Chicago, New York, Stamford. There is an expectation of being in the office a minimum of two days a week. In the early stages, it will be beneficial for the individual to spend more time in the office to build relationships, engage with colleagues and participate in the local office community. KEY RELATIONSHIPS Reports to: Directors of Associates Consultants (on an assignment basis) Other key Practice Leaders/Members relationships: Associate Practice Leader Office Manager Associates, Senior Associates, Consultants Analysts Executive Assistants KEY RESPONSIBILITIES * Contribute actively to the start-up phase of each search by participating in client kick-off meetings with the Consultant and assisting in the development of the position specification, search strategy and target list of companies. * Gather relevant information regarding the appropriate industries and target companies. Identify potential prospects and sources and represent the client effectively in the marketplace, discussing the opportunity with relevant executives. * Validate potential candidates through reference and source calls. * Partner with the Consultant to develop and present a slate of qualified candidates to each client. Anticipate what needs to drive the search to closure and be prepared to supply additional information, such as related industry/segment trends, market findings, reaction to the opportunity, compensation data, etc., gained during the course of a search. * Contribute to the preparation of position specifications, candidate presentations and reference reports adhering to the Firm's assessment methodology. * Communicate effectively with the Consultant and Executive Assistant, and remain fully abreast of search developments, in order to communicate accurately and credibly regarding the assignment. * Prepare organized information for client updates/meetings by teaming with the Consultant and the Executive Assistant. Provide an informed perspective on prospects/candidates and how they match against the key selection criteria. * Be aware of activities and management changes in the relevant function; keep team members apprised of relevant developments in the marketplace. * Add to the firm's candidate pool expertise by continually identifying and introducing new talent to the firm. Ensure that up to date assignment, company and candidate information during the course of an assignment is always available for colleagues, by leveraging technology and information from the firm's state-of-the-art, proprietary database. * Contribute to responses to inquiries for new business, as well as business development initiatives. * Be willing and proactive about contributing to local, practice or firm-wide initiatives. Coordinate and share practice related information with colleagues for potentially broader distribution. IDEAL EXPERIENCE * 4+ years of progressive business experience in executive search, strategy consulting, or a relevant professional services environment with significant time spent in client service * Advancement of skills and knowledge evidenced through promotion or tenure * Superior project management skills demonstrated through experience working in a high-performance environment where multiple projects and competing demands are the norm * Excellent communication skills shown through clear, structured and concise written and verbal presentation * Interest in or understanding of the Human Resource profession * Undergraduate degree required, postgraduate degree a plus CRITICAL CAPABILITIES FOR SUCCESS Project Management Plans, manages and drives own efforts to identify and develop a slate of quality candidates as measured by consultant, client and candidate feedback. The successful Associate will do this while handling multiple projects with competing deadlines, working with individuals who have differing styles, and managing challenging expectations: * Takes an end-to-end view of each project and the required resources; works at pace and with attention to detail while managing competing deadlines and priorities; has a sense of urgency. * Understands the search process (from internal kick-off to referencing); asks questions to understand; and is proactive. * Works on multiple projects; meets deadlines and is resilient under pressure; delivers on commitments on time or notifies as early as possible if deadlines will slip. * Demonstrates enthusiasm, tenacity and intellectual curiosity; action-oriented; deals with problems immediately. * Is results focused and flexible; demonstrates a strong work ethic. Candidate Development Develops qualified and interested candidates for portfolio of searches. A successful Associate will develop excellence in search strategy to build strong contact management lists: * Observes and asks questions to fully understand the issue; synthesizes information from a variety of internal/external sources, despite possibly having ambiguous or incomplete information. * Gathers relevant data from a variety of sources, including views gathered through Third Party Sourcing (TPS), to help determine broad capabilities, gaps, qualifications/fit; articulates reasons for fit to spec in a succinct manner. * Determines priority of which potential candidates to approach. * Adds meaningful notes on Quest, diligently uses the initial assessment feature. Credibility and Influence Communicates effectively both in writing and verbally; has "gravitas" (executive presence) and is able to build relationships. Able to hook candidates and convince consultants to meet them, building a strong internal brand: * Interacts with a range of internal and external stakeholders and candidates with differing styles and egos, understanding and appreciating what is important to each. * Becomes a credible and authentic professional by observing colleagues and emulating role models. * Adapts verbal and written communications according to expectations for role and audience, specifically how to be confident, succinct, concise, prepared and professional. Market and Candidate Knowledge Obtains and incorporates knowledge to enhance client work in a meaningful way. Knows how to get information, effectively uses the available firm resources, developing and sharing candidate pool knowledge: * Identifies executive movements in the market and updates Quest (ideally in real time) and colleagues; asks questions and shows interest in networking. * Has a genuine interest in/curiosity about people and businesses; and has an understanding of businesses and their interrelationships. * Understands how to identify and navigate the various relevant sources available (internal/proprietary and external such as CapIQ, ZoomInfo, Pitchbook, LinkedIn, etc.). Developing Self and Others Develops self and others; seeks and provides feedback, modifies own performance or behavior based on feedback. A successful Associate is constantly growing, learning and enhancing his/her skills and capabilities: * Seeks and is open to feedback from colleagues, placing value on self development efforts; seeks opportunities for growth. * Is self-aware and open to changing one's own behavior. Firm Values Champions the Firm's values, culture and Code of Conduct; engages, participates and collaborates with others. A successful Associate, who people like working with and who may over time also have a leadership role: * Accepts others' opinions and encourages teamwork. * Brings cultural awareness and sensitivity to each interaction with colleagues. * Participates actively and contributes to internal activities; engages with office and practice. * Represents Spencer Stuart well by speaking positively about the Firm and aligning behavior to Firm values. * Conducts themselves in a way that is consistent with the Firm's values. The base compensation range for this position is $100,000-120,000 per year. The actual base compensation offered within this range will be dependent on the individual's skills, experiences, and qualifications. This position will be eligible to participate in our annual discretionary bonus program. Spencer Stuart also offers a competitive benefits package, which includes: * Retirement savings plan with discretionary profit sharing contribution and employer match; * PTO (minimum 15 days per year, increases with tenure), paid sick time (10 days per year), company holidays (12 days per year), and paid leaves of absence when applicable; * Comprehensive health benefits, including medical, dental, and vision insurance, and healthcare flexible spending account; * Life Insurance, and short-term and long-term disability insurance; * Wellness benefits, including an employee assistance program, virtual mental health program, and mindfulness program; and * Voluntary benefit options, including supplemental life insurance, identity theft protection, and whole life insurance with long-term care and critical illness coverage. Spencer Stuart is a proud equal opportunity and affirmative action employer. We are committed to non-discrimination without regard to actual or perceived race, ethnicity, creed, color, religion, gender (including pregnancy, childbirth or related medical conditions), national origin, immigration status, ancestry, age, marital status, protected veteran status, physical or mental disability, medical condition, genetic information, sexual orientation, gender identity, or any basis prohibited under applicable federal, state or local law.

Beacon Mobility Corp. The Human Resources Director is responsible for creating and incorporating strategies for the company's human resources department. The main job is to supervise the HR department and provide the management team with suggestions on how to develop an optimal staffing plan. This covers aspects such as benefits, budgeting, compensation, labor relations, training, and development. Why this role matters: You're the culture keeper, the policy pro, and the strategist behind our most important asset: our people. You will be making a difference in the lives of the people who make a difference every day. What you'll do: * Lead and develop a high-impact team of HR Business Partners. * Partner with leadership to shape a people-first strategy that scales with purpose. * Drive HR initiatives that actually move the needle. * Build programs that strengthen engagement and performance. * Coach managers. Guide teams. Build trust. * Keep us compliant, ethical, and ahead of the curve. What you bring: * 8+ years in HR, including leadership chops. * Knowledge of NY State laws and regulations. * Experience leading HRBPs or a people-focused team. * Sharp EQ, strong business sense, and a bias for action. * A track record of making workplaces better for everyone. * Bonus points for experience in the Transportation Industry or with Unions. * Be willing to travel to our locations in NY about as well as other domestic locations, (up to 25%) Why you'll love it here: * Real impact, not red tape. * A team that values candor, heart, and hustle. * We have real values we live every day. Location: NYC or Long Island, New York. Compensation: $130,000 - $150,000 annually, depending on experience. Beacon Mobility is an equal opportunity employer that is committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws. This policy applies to all employment practices within our organization, including hiring, recruiting, promotion, termination, layoff, recall, leave of absence, compensation, benefits, training, and apprenticeship. Beacon Mobility makes hiring decisions based solely on qualifications, merit, and business needs at the time. Beacon Mobility is an equal opportunity employer that is committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws. This policy applies to all employment practices within our organization, including hiring, recruiting, promotion, termination, layoff, recall, leave of absence, compensation, benefits, training, and apprenticeship. Beacon Mobility makes hiring decisions based solely on qualifications, merit, and business needs at the time. Beacon Mobility is a growing family of companies committed to serving the diverse needs of our customers. Experienced, compassionate, and inspired, we take pride in our ability to create customized, mobility-based solutions that empower people to get where they need to go. Our purpose is simple - MOBILITY WITHOUT LIMITS: Transporting people to live, learn, and achieve. We are dedicated to providing those we serve with the opportunities, resources, and support to confidently move ahead. We support safe, compassionate, and inclusive environments that provide our communities with the mobility solutions they need to flourish and succeed. Backed by nearly 70 years of experience, Beacon Mobility operations can be found in Massachusetts, New York, Pennsylvania, Illinois and Minnesota providing support to over 10,000 employees in over 1,300 communities through the delivery of Paratransit and School Bus services leveraging a fleet of over 6,500 vehicles.