Human resources manager jobs in Worcester, MA

Our Client, a hospital, is looking for someone to join their team as an Employee Relations Partner! **This is an hybrid 3-month contract role that takes place in Belmont, MA** Responsibilities Provides guidance and support related employee and labor relations including policy and contract interpretation and implementation, performance management, corrective action, employment terminations (including reduction in force), appeal/grievance process and conflict resolution. Addresses concerns from workforce members that impact employee experience. Conducts confidential, objective and thorough investigations. Prepares and presents reports of the findings and provides consultation regarding the implementation of action plans to address concerns. Partners with the MGB ERLR COE and OGC on complex ERLR cases, demand letters, collective bargaining negotiations, labor arbitrations and other proceedings as necessary. In partnership with the ERLR COE, consults with business leaders on maintaining positive employee relations. Assists the ERLR COE in conducting climate surveys as needed to assess the general environmental tone within a department or between departments to determine areas of employee concern. Partners with HRBP and leadership to develop action plans to address issues. Manages ADA, religious, and pregnancy accommodation requests using HR case management system. Conducts interactive dialogue process with employee, operational leadership, Occupational Health, and other necessary participants for all accommodation requests, including requests for religious, medical, or pregnancy-related accommodations. Qualifications Bachelor's Degree Related Field of Study required Action Oriented - Taking on new opportunities and tackling challenges with a sense of urgency, high energy, and enthusiasm. Collaborates - Building partnerships and working collaboratively with others to meet shared objectives. Communicates Effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences. Customer Focus - Building strong customer relationships and delivering customer-centric solutions. Manages Conflict - Handling conflict situations effectively, with a minimum of noise. Situational Adaptability - Adopting an approach and demeanor in real time to match the shifting demands of different situations. Values Differences - Recognizing the value that different perspectives and cultures bring to an organization. You will receive the following benefits: Medical Insurance - Four medical plans to choose from for you and your family Dental & Orthodontia Benefits Vision Benefits Health Savings Account (HSA) Health and Dependent Care Flexible Spending Accounts Voluntary Life Insurance, Long-Term & Short-Term Disability Insurance Hospital Indemnity Insurance 401(k) Paid Sick Time Leave Legal and Identity Protection Plans Pre-tax Commuter Benefit 529 College Saver Plan Motion Recruitment Partners (MRP) is an Equal Opportunity Employer. All applicants must be currently authorized to work on a full-time basis in the country for which they are applying, and no sponsorship is currently available. Employment is subject to the successful completion of a pre-employment screening. Accommodation will be provided in all parts of the hiring process as required under MRP's Employment Accommodation policy. Applicants need to make their needs known in advance.

At Chewy, we strive to be the most trusted and convenient online destination for pet parents and our partners - vets and service providers - alike. Our success is measured by the happiness of the people and pets we serve, not simply by the amount of pet supplies we deliver. That's why we continue to think outside the Chewy box to delight, surprise, and thank our loyal pet lovers! Our Opportunity The leader of HR Product Management will be the enterprise product leader for HR transformation. They will establish the way HR functions as a modern product organization. They will drive a unified HR product roadmap that connects people, process, technology, and experience. This leader will partner across HR, Technology, and Business functions to transform how HR operates, delivers programs, and supports employees and leaders. The role will be ultimately responsible for the orchestration of an end-to-end HR ecosystem that is AI-enabled, data-driven, and operationally scalable. What You'll Do Define and lead the HR product vision and enterprise roadmap that unifies all transformation initiatives across the four pillars: HR operating model redesign, COE program alignment, technology, and change leadership. Align all HR Centers of Excellence (e.g., Talent Management, Compensation, Workforce Planning, Engagement) around a unified, transparent roadmap built through a product-driven, experience-first approach-underpinned by a governance model that seamlessly integrates roadmap priorities, technology enablement, and AI capabilities to deliver measurable enterprise outcomes. Champion transformation by embedding generative, predictive, and agentic AI into HR programs, workflows, and employee experiences. Collaborate with the AI Advisory Board and HR Technology to ensure responsible and effective AI integration. Instill a product perspective across HR leadership, helping COEs, HRBPs, and shared-services teams adopt results-focused, data-informed methods to build and deliver programs. Mentor a small, high-impact team of product, analytics, and change professionals as the function matures. Partner with Technology, People Analytics, and Data Science teams to translate business and workforce strategy into scalable solutions that support decision-making and self-service. Partner with the Director of HR Technology to align product and technical roadmaps. Ensure HR Product defines priorities and desired outcomes. The HR digital solutions team manages delivery, technical execution, and KTLO. Together, guide technology investments toward high-value, experience-led outcomes that advance the enterprise HR strategy. Drive measurable impact through product benchmarks such as adoption, engagement, service efficiency, and workforce effectiveness. Establish data-driven governance and a continuous feedback and improvement loop to monitor progress, find opportunities for enhancement, and sustain transformation outcomes over time. Serve as the connective leader across transformation governance, ensuring alignment among HR Strategy, COEs, HR Technology, Change Enablement, and Business Units. What You'll Need 10-15 years of experience in HR transformation, product management, or enterprise program leadership, with 5+ years in a senior or director-level capacity. Proven ability to lead large-scale, multi-pillar transformation programs that integrate strategy, process, and technology. Deep understanding of HR domains such as talent management, compensation, organizational design, workforce planning, and employee experience. Demonstrated success embedding AI and analytics into HR products, programs, and operating models to drive automation, personalization, and strategic decision-making. Skilled in agile product management, roadmap governance, and collaborator alignment across complex, matrixed organizations. Exceptional executive communication skills and the ability to translate technical and operational concepts into strategic narratives. Bachelor's degree required; advanced degree (MBA or related) preferred. The specific salary offered to a candidate may be influenced by a variety of factors including but not limited to the candidate's relevant experience, education, and work location. In addition, this position is eligible for 401k, an annual bonus potential, new hire and annual equity grant. We offer different types of insurance, such as medical/Rx, vision, dental, life, disability, hospital indemnity, critical illness, and accident. We offer parental leave, family services benefits, backup dependent care, flexible spending accounts, telemedicine, pet adoption reimbursement, employee assistance program, and many discounts including 10% off pet insurance and 20% off at Chewy.com. Salaried-exempt team members have unlimited PTO, subject to manager approval. Team members will receive six paid holidays per year. Team members may be eligible for paid sick and family leave in compliance with applicable state and local regulations. Base Salary Range$204,500-$325,500 USD Chewy is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, ancestry, national origin, gender, citizenship, marital status, religion, age, disability, gender identity, results of genetic testing, veteran status, as well as any other legally-protected characteristic. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact **************. To access Chewy's Customer Privacy Policy, please click here. To access Chewy's California CPRA Job Applicant Privacy Policy, please click here.

About Tufts Medical Center Tufts Medical Center is a world-renowned academic medical center that has been providing exceptional care across New England for over two centuries. Our clinicians are dedicated to delivering innovative, patient-centered care every day, from our primary care to our Level I Trauma Center to our leading heart transplant program and over 100 specialties and services. We are also the principal teaching hospital for Tufts University School of Medicine and a leading research institution that conducts game-changing medical and health policy research. Location: Onsite at Tufts Medical Center Boston, MA Job Overview The Vice President (VP) of Human Resources (HR) Academic Medical Center will serve as the senior-most HR executive on-site at Tufts Medical Center (TMC), reporting directly to the Corporate CHRO of Tufts Medicine with a matrixed reporting to the TMC President. As the strategic HR leader for the site, the VP will oversee a high-impact team and manage core HR functions including the HR Business Partner (HRBP) team. This role also holds matrixed oversight of the local Employee and Labor Relations (ER/LR) to ensure close coordination and alignment with the HR COE leaders. The VP will serve as a key member of the Tufts Medical Center executive leadership team and will play a critical role in shaping and executing the HR strategy in alignment with both site-specific and system-wide goals. The VP will ensure cohesive collaboration across all HR functions, driving consistency, excellence, and a people-first culture across the site. Job Description Minimum Qualifications: 1. Master's degree in Human Resources, Organizational Development, Business Administration, or a related field. 2. Ten (10) years of progressive HR leadership experience, including five (5) years in a senior HR role within healthcare, academic, or similarly complex environments. 3. Experience with large-scale transformation, including cultural change, mergers and acquisitions or system integration with a focus on building a positive, engaged workplace culture. Preferred Qualifications: 1. Fifteen (15) years of progressive HR leadership experience, including seven (7) years in a senior HR role within healthcare, academic, or similarly complex environments. 2. Human resources professional certifications (e.g., SHRM-SCP, SPHR) strongly preferred. Duties and Responsibilities: The duties and responsibilities listed below are intended to describe the general nature of work and are not intended to be an all-inclusive list. Other duties and responsibilities may be assigned. 1. Provides executive HR leadership, strategic direction, and day-to-day oversight of site-specific HR operations. 2. Acts as a trusted advisor to the Tufts Medical Center President and senior leadership team on all human capital matters, contributing to organizational planning and strategic execution. 3. Leads and manages the HRBP team, ensuring alignment of HR strategy with operational and clinical goals at the site. 4. Responsible for successfully onboarding and assimilating senior leaders into complex organizations, including providing strategic guidance on culture, stakeholder relationships, and team integration. 5. Provides matrixed oversight of the local Employee & Labor Relations and Leave Administration functions, ensuring best practices, legal compliance, and consistency across the site. 6. Drives collaboration and matrixed alignment with Corporate HR COEs (Talent Management, Talent Acquisition, Compensation, Benefits, etc.) to execute integrated, best-in-class HR solutions. 7. Builds strong working relationships with other Tufts Medicine site executives and COEs to promote a consistent, high-performing organizational culture across the system. 8. Champions engagement and belonging initiatives in partnership with HR partners. 9. Fosters talent development and succession planning at the site, in coordination with the Talent Management COE. 10. Partners with the Talent Acquisition COE to support local workforce planning and recruitment efforts. 11. Uses workforce analytics and data to inform strategic decisions, measure HR effectiveness, and drive continuous improvement. 12. Maintains strong knowledge of applicable federal, state, and local laws, as well as collective bargaining agreements, and ensure compliance in all aspects of HR. 13. Acts as a key leader in change management initiatives, including restructuring, integration, and cultural transformation efforts. 14. Models and promotes the values of Tufts Medicine, reinforcing a culture of respect, accountability, and excellence. Physical Requirements: 1. Professional office environment with typical office requirements such as computers, phones, photocopiers, filing cabinets, etc. 2. This is largely a sedentary role, which involves sitting most of the time, but may involve movements such as walking, standing, reaching, ascending / descending stairs and operating office equipment. 3. Frequently required to speak, hear, communicate, and exchange information. 4. Able to see and read computer displays, read fine print, and/or normal type size print and distinguish letters, numbers, and symbols. 5. Occasionally lift and/or move up to 25 pounds. Skills & Abilities: 1. Executive presence with strong interpersonal, communication, and relationship-building skills. 2. Experience successfully onboarding and assimilating senior leaders into complex organizations, including providing strategic guidance on culture, stakeholder relationships, and team integration. 3. Experience working in unionized environments, with an understanding of the dynamics of labor relations and collaboration with represented employees. 4. Proven ability to manage HR operations in complex, matrixed organizations. 5. Collaborative leadership style with demonstrated success working across corporate and site teams. 6. Strategic thinker with a data-informed approach to solving organizational challenges. 7. Strong business acumen with the ability to connect HR strategy to operational success. 8. Adept at managing through ambiguity, complexity, and organizational change. 9. Experience driving engagement, belonging, and leadership development initiatives. 10. Commitment to service excellence and continuous improvement in the employee experience. Job Profile Summary This role focuses on supporting the design, development, and implementation of human resource programs and policies, including recruitment, training and development, compensation and benefits, mobility, talent acquisition, diversity, talent management & organization development and employee/labor relations. In addition, this role focuses on performing the following Human Resources Leadership duties: Controls, directs, and participates in the activities of the organization through a hierarchy of managers and supervisors. Responsibilities also include long-term strategic planning, determining the policies of the organization, and allocating its resources and making decisions regarding organization growth and diversification to accomplish entity's vision. An executive role that provides strategic vision and/or tactical/strategic direction across multiple teams with the majority of time spent on overseeing area of responsibility and directing the responsibilities of employees. Goal achievement is typically accomplished through performance of direct and/or indirect reports. An entity sub-function head role accountable to establish and implement strategies that have short to mid-term (1-3 years) impact on business results in alignment with function objectives. Leads multiple teams of directors/senior managers and managers and develops short to mid-term (1-3 years) plans for optimizing the function or sub-function and the talent required to execute strategies in job area. The salary range for this position is $275,000 to $350,000 annually. Actual compensation will be determined during the selection process and is based on a variety of factors, including but not limited to relevant experience, education, and internal equity. This leadership role also includes eligibility for our executive incentive plan, providing an additional performance-based compensation opportunity. Award opportunities are calculated as a percentage of your base salary and are paid out based on the achievement of approved goals and Tufts Medicine's overall performance. Beyond base pay, Tufts Medicine provides a comprehensive Total Rewards package that supports your health, financial security, and career growth-one of the many ways we invest in you so you can thrive both at work and outside of it. At Tufts Medicine, we view this investment not merely as compensation, but as recognition of the significant impact you will have as a leader in shaping our future.

At DraftKings, AI is becoming an integral part of both our present and future, powering how work gets done today, guiding smarter decisions, and sparking bold ideas. It's transforming how we enhance customer experiences, streamline operations, and unlock new possibilities. Our teams are energized by innovation and readily embrace emerging technology. We're not waiting for the future to arrive. We're shaping it, one bold step at a time. To those who see AI as a driver of progress, come build the future together. The Crown Is Yours We're searching for a Director, HR Business Partnerships to deliver world-class global People, Culture, and Talent strategies, partnering closely with our Chief Customer Officer. In this role, you will partner with senior leaders to shape and execute organizational and talent strategies, guide transformation, and influence outcomes. What You'll Do as a Director, HR Business Partnerships Partner with senior leaders to shape and execute organizational and talent strategies, offering proactive thought leadership and scalable People solutions that improve leadership effectiveness and organizational health. Serve as a credible advisor to executives, providing coaching, insight, and guidance to improve leadership effectiveness and organizational health. Look beyond your immediate business alignment to identify cross-functional patterns, opportunities, and risks, influencing leaders toward enterprise-level solutions. Provide thought leadership across strategic HR domains, including talent management, organizational design, change management, workforce planning, and compensation. Use data strategically to diagnose trends, build persuasive business cases, and influence leadership decisions regarding talent strategy and organizational priorities. Lead complex change initiatives, developing frameworks and communication strategies that enable adoption and drive results. Continuously innovate and support the broader People Team in scaling tools, processes, and programs to create repeatable, efficient, and high-quality People experiences across the business. Contribute to building HRBP capability across the team and mentor indirect and direct team members in developing strategic competencies. What You'll Bring Deep understanding of business strategy, financial drivers, and workforce dynamics; able to translate these into aligned People strategies. Ability to zoom out to see organizational systems and make recommendations based on both qualitative and quantitative insights. Demonstrated ability to interpret data, identify trends, and translate insights into compelling business cases and strategic recommendations. Exceptional verbal and written communication skills, with strength in strategic storytelling that distills complex insights into clear recommendations. Proven experience leading complex, cross-functional initiatives requiring facilitation, alignment building, and long-term strategy execution. Strong resilience and ability to remain composed and solution-oriented under pressure. Collaborative, transparent leadership style; able to influence without authority and build strong partnerships across the People Team and business. Ability to travel occasionally to partner with team members, leaders, and teams globally. Join Our Team We're a publicly traded (NASDAQ: DKNG) technology company headquartered in Boston. As a regulated gaming company, you may be required to obtain a gaming license issued by the appropriate state agency as a condition of employment. Don't worry, we'll guide you through the process if this is relevant to your role. The US base salary range for this full-time position is 176,400.00 USD - 220,500.00 USD, plus bonus, equity, and benefits as applicable. Our ranges are determined by role, level, and location. The compensation information displayed on each job posting reflects the range for new hire pay rates for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific pay range and how that was determined during the hiring process. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

The Human Resources Director serves as a dedicated partner for the Leadership team and supports the delivery of strategic and tactical HR services and solutions that help the business deliver on the strategic growth plans, including talent management, organizational structure, performance management, processes, and culture. This key position reports to the CEO and participates in leadership decisions across the entire business to meet business objectives. The position is located near Leominster, MA Essential Functions: Experience partnering with leadership in building out the organization and operations as they continue to grow while at the same time assisting associates navigate growth. Experience aligning talent and organization approaches and resources to support business strategy and real-time developments (e.g., acquisitions; service launches; organizational changes). Experience assessing organizational capability to achieve business goals and designing and delivering targeted solutions to address gaps and upskill team performance and morale. Experience developing and driving change management initiatives; anticipate risks and opportunities to the business. Experience providing proactive HR support across all aspects of the employee lifecycle through appropriate coaching and development feedback of leaders and employees. Experience identifying and developing HR programs, processes, and systems such as succession planning, learning and development, compensations, employee relations, incentive programs, workforce planning, and more. Experience defining, establishing, and tracking success measures to understand the effectiveness of department-related key performance indicator initiatives and programs. Experience implementing competitive recruiting and hiring processes to attract and retain top talent. Experience utilizing past experience, current information, and input from key constituents to identify trends and diagnose organizational and training effectiveness. Requirements: Bachelor's Degree in Human Resources, Organizational Development or related. Minimum of 15 years of progressive human resources with business partner focus, 5+ years experience in management/leadership roles with a strategic and tactical execution approach, and ability to perform the essential functions. A record of success in driving human resources policies and practices to achieve positive organizational change that enhances profitability and revenue growth. Demonstrated HR acumen with strong analytical, decision making and problem-solving skills. M&A experience, integration. The compensation package includes a competitive base salary and incentive compensation. Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, or any other characteristic protected by law.

**Our mission** At Corza Medical, our mission is to champion surgical providers with remarkable service and exceptional products that save time, money, and effort. We are a passionate team guided by our core belief that you should never have to choose between performance, value, and a quality customer experience. We are here to support you every step of the way. **Our brand promise** We deliver a collaborative experience by working directly with the surgical community to ensure you get the exact surgical tools you need at the right time and the right price. + **Remarkable service:** A seamless, personal process designed around you and your needs. + **Trusted performance:** Our product family is the result of years of experience championing surgeons and listening to their expertise. + **Outstanding value:** No matter the surgical specialty, we deliver quality products for all markets. **Our people promise** Excellence is our Specialty and what makes us successful is our people. We are committed to fostering a positive, empowering and growth-oriented environment where all team members are encouraged to share their opinions and ideas. That means you will work alongside an accomplished and highly collaborative team that inspires commitment to our goal in attaining excellence in everything they do. **Job Purpose Summary** The **Director, Global HR Technology & Operations** will lead the strategy, governance, and delivery of HR systems and operations worldwide. This role is responsible for ensuring HR technology and processes are scalable, compliant, and designed to provide a seamless experience across the employee lifecycle. As both a strategist and operator, this leader will drive the global HRIS roadmap, optimize HR operations, and ensure workforce data and processes enable business performance. They will partner closely with HR, Finance, IT, and business leaders to align technology and operations with enterprise goals. **What you will do** **HR Technology (HRIS) Leadership** + Drive the HR technology roadmap aligned with business strategy to ensure driving strategic value. + Oversee governance and optimization of HR systems (Sage or equivalent). + Ensure integration of HRIS with payroll, benefits, finance, and other enterprise systems. + Maintain data integrity, accuracy, and compliance while expanding analytics and reporting capabilities. + Leverage dashboards, predictive insights, and workforce analytics to inform leadership decisions and drive value for the business. **Workforce Analytics & Predictive Insights** + Build and expand workforce analytics, dashboards, and predictive modeling to support data-driven decision-making. + Partner with HR and business leaders to translate insights into workforce strategies. + Ensure data accuracy, compliance, and consistency across global systems. **Process Improvement & Operational Excellence** + Establish scalable, efficient HR operations that are globally consistent yet locally adaptable. + Lead process re-engineering initiatives to eliminate inefficiencies and streamline the employee experience. + Implement continuous improvement practices. **AI & Emerging Technology** + Explore and integrate AI tools to enhance HR decision-making, employee experience, and efficiency. + Stay ahead of market trends to identify opportunities for innovation in HR technology. + Partner with IT and vendors to evaluate and implement next-generation solutions. **Global Project Management** + Lead large-scale, global HR and operational transformation projects. + Ensure initiatives are delivered on time, within scope, and with strong change management practices. + Serve as a key liaison between HR, IT, and business stakeholders on global initiatives. **Leadership & Collaboration** + Lead a global team of HRIS, analytics, and operations professionals. + Partner with HR Centers of Excellence and regional HR leaders to deliver integrated HR programs. **What you will need** + Bachelor's degree in Human Resources, Business Administration, Information Systems, or related field. + 10+ years of progressive HRIS, HR operations, or analytics experience, with at least 2 years in a global leadership role. + Proven success leading HR system optimization, predictive analytics, driving process improvement and global transformation projects. + Strong track record in process improvement, project management, and implementing emerging HR technologies. + Expertise in major HRIS platforms (Sage preferred). + Strong data analytics, metric understanding and predictive modeling capability. + Acumen in AI applications for HR and workforce management. + Proven experience leading global, cross-functional projects. + Excellent communication, stakeholder management, and change leadership skills. + Ability to balance strategic vision with operational execution. **What we value** + **Customer First** - We deliver extraordinary experiences. + **Accountability** - We do what we say. + **Integrity** - We do what is right. + **Inspired** - We love what we do. + **One Global Team** -We before me, always. Join us today and **Excel@Corza** ! **_Corza Medical offers a competitive benefits package including medical, 401K, vacation and sick time, paternal leave and other benefits._** **_A reasonable estimate of the current pay range for this role is ($180,000-$200,000/salary). Further, pay is offered based on geographic location, internal equity, market data, applicant's job-related skills, commensurate experience, required licensures, certifications, and certain degrees._** **_Corza Medical is an equal opportunity employer. Corza Medical evaluates qualified applicants without regard to race, color, marital status, religion, sex, sexual orientation, gender identity, age, national origin, physical or mental disability, veteran status or other protected characteristics._** **_Notice To Third Party Agencies:_** **_Corza does not accept unsolicited resumes from recruiters, employment agencies, or other staffing services. Any unsolicited resumes, including those submitted to hiring managers or other business leaders, will become the property of Corza Medical and Corza Medical will have the right to hire that candidate without reservation - no fee or other compensation will be owed or paid to the recruiter, employment agency, or other staffing service._** \#LI-remote

**We are the makers of possible** BD is one of the largest global medical technology companies in the world. Advancing the world of health is our Purpose, and it's no small feat. It takes the imagination and passion of all of us-from design and engineering to the manufacturing and marketing of our billions of MedTech products per year-to look at the impossible and find transformative solutions that turn dreams into possibilities. We believe that the human element, across our global teams, is what allows us to continually evolve. Join us and discover an environment in which you'll be supported to learn, grow and become your best self. Become a maker of possible with us. **Opportunity: Vice President, HR - Surgery** This position provides strategic HR Business Partner leadership and support to the Surgery business unit and operates as a trusted strategic advisor to the WWW President, Surgery. Additionally, partners with the President and WWLT in developing business plans and executing strategic initiatives and drives organizational design and development, organization effectiveness, and workforce planning. Creates and executes the people and talent strategy for Surgery based on business strategy. Leads a team of HR professionals and orchestrates the integrated delivery of HR support through the COEs, ASCs and corporate HR functions, while ensuring alignment with business needs and strategic objectives. Leads the effort towards creating a robust and diverse talent pipeline for key roles and guides the SURGERY leadership in creating a high-performance organization. The Vice President, HR - Surgery reports into the Senior Vice President, HR and Organizational Effectiveness. _This role must be based (4 days per week) in BD's Surgery office in Warwick, Rhode Island._ **_RESPONSIBILITIES:_** **HR Business Leader:** **Organizational Effectiveness & Development** + Aligned with business, functional, and HR Strategy and KDGs, provides strategic HR business partnering support for Client Leaders, works with the respective global functions LTs and people leaders to identify and resolve the corresponding business needs, develop and implement appropriate organizational plans, and build key capabilities required to achieve business objectives + Leads and supports client groups with organizational capability and capacity analyses and strategic workforce planning, organization design, associate engagement, organizational announcements. + Acts as the trusted advisor of client leaders to support them in carrying out their business and functional plans. + Identifies and capitalizes on opportunities to drive &/or lead change. Facilitates change management initiatives within assigned client units incorporating a methodology that includes: a business case for change, identification of primary stakeholders, process mapping, communications planning, action/transition planning, visioning sessions, conflict resolution, team building, and after action review assessments. + Develops & conducts team development/team building strategies both proactively and when necessary to improve team performance. + Presents options to leaders on organizational structure, roles & responsibilities, staffing levels, matrix management, etc. + Contributes effectively to client strategy discussions and decision making + Demonstrates deep understanding of client market spaces including external talent trends, culture, reward systems, and organization models. + Works on complex issues where analysis of situations or data requires an in-depth knowledge of the team and interpersonal dynamics. Has the ability to model and manipulate data to build an understanding and then communicate findings to LT in a coherent manner. **Talent Management & Acquisition** + Identifies opportunities and guides leaders to fill competency gaps through talent acquisition and talent development. + Be the talent advisor, facilitator and champion to ensure strong succession pipelines for critical roles + Partners across BD and with Talent Management and Talent Acquisition teams to align top talent to highest priorities while ensuring inclusion and diversity outcomes + Participates on the interview team and effectively counsels hiring leaders/teams in selection process + Participates in/facilitates the Performance Management process (i.e. calibrate PxP at LT levels) + Coaches leaders with all aspects of the annual performance management and development process + Guides leaders to escalate issues of poor performance to AccessHR where required + Consults with clients to understand training and development needs across their functional groups, to identify trends, patterns, etc., and works with the TM COE to present recommendations as part of organizational training needs assessment. **Compensation** + Provides consultative guidance for compensation and facilitate appropriate compensation reviews + Works with leadership team members during annual Compensation Planning time to ensure alignment of rewards to performance, and that rewards are used as organizational levers. + Provides consultation and benchmarking insights for job offers based on strategic need + Reviews periodic compensation reports to check for compensation changes and follow-up with leaders, required **Associate Engagement & Relations** + Provides strategic HR advisory support for complex HR issues and activities (e.g. RIF) + Looks for trends and root causes as opportunities to improve organizational/team and associate satisfaction. Tracks claims & charges and measures improvement. + Actively uses data and metrics to drive client engagement and drive accountability for outcomes both with client and the HR organization + Monitors and addresses attrition and retention proactively and work closely with AccessHR to understanding leading and lagging indicators for observed trends + Develops/defines associate separation strategy & manages severance for group separations in partnership with AccessHR, ASC, Legal, etc. **HR Function Effectiveness** + Is the face of HR to the client groups and lives 'one HR' every day + Coaches leaders to utilize and manage their workforce through Workday + Partners with the ASC and AccessHR and consistently meet with both groups to understand trends, discuss escalated items, etc. + Partners with COEs to engage them on Organization plan for client's organization to enable a more holistic HR support and better business outcomes; partners with COEs to design, develop and deploy updated processes or changes **Strong Teams Operating Model Change Leader:** + Drive strategic clarity around the Operating Model with key stakeholders as part of BD 2030 Strategy + Identify and raise awareness to key issues/processes where clarity or change is required to enable the Operating Model to be addressed at BDX-level + Incorporate Strong Teams into Strategic Organizational Planning process to enable agility and empowerment to drive strategic objectives + Ensure appropriate tie to The BD Way to influence behaviors that will predicts success of the model **_EXPERIENCE & EDUCATION:_** + BS/BA degree in Business Administration, HR Management or related field required. + Advanced degree (MBA/ Masters in HR or equivalent) is preferred. + Professional of Human Resources (PHR/SPHR) Certification desired. + Minimum of 12-15 years professional experience in HR. + Experience working in mid/large complex environments and matrixed organization is preferred. + Experience working with other geographies is required. The Company is currently operating under an **office-first culture** , which is defined as a minimum of four days per week in the office Monday through Thursday with flexible Fridays. Local or company policies may apply. BD may change your work arrangement based on business needs. This role will be based in Warwick, RI. **Why Join Us?** A career at BD means being part of a team that values your opinions and contributions and that encourages you to bring your authentic self to work. It's also a place where we help each other be great, we do what's right, we hold each other accountable, and learn and improve every day. You will learn and work alongside inspirational leaders and colleagues who are equally passionate and committed to fostering an inclusive, growth-centered, and rewarding culture. You will have the opportunity to help shape the trajectory of BD while leaving a legacy at the same time. And through the organization's investment in BD University, you will continually level up your tech skills and expertise. To find purpose in the possibilities, we need people who can see the bigger picture, who understand the human story that underpins everything we do. We welcome people with the imagination and drive to help us reinvent the future of health. At BD, you'll discover a culture in which you can learn, grow and thrive. And find satisfaction in doing your part to make the world a better place. **To learn more about BD visit** ************************** Becton, Dickinson and Company is an Equal Opportunity Employer. We evaluate applicants without regard to race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, and other legally-protected characteristics. Required Skills Optional Skills . **Primary Work Location** USA RI - Warwick **Additional Locations** **Work Shift** Becton, Dickinson and Company is an Equal Opportunity/Affirmative Action Employer. We do not unlawfully discriminate on the basis of race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, or any other protected status.

Job Description Director of Human Resources - Business Development Salary: $140,000 - $160,000 Summary/Objective The Director of Human Resources - Business Development is responsible for aligning HR strategies with business development objectives. They will collaborate with senior leadership to ensure HR policies and practices enhance employee engagement, productivity, and retention while fostering a culture of innovation and strategic expansion. This role will perform HR-related duties on a professional level and will work closely with the U.S. HR team. The day-to-day responsibilities include carrying out responsibilities in the following functional areas: onboarding, benefits administration, employee relations, employee development, training, performance management, succession planning, policy implementation, talent acquisition, and employment law compliance. Essential Functions Partners with the Chief Business Officer, Senior Director of Human Resources U.S. and Business Development leadership to develop workforce planning strategies that align with growth initiatives. Designs and implements onboarding programs that integrate new hires into the company culture. Develops retention strategies for high-potential employees. Administers various human resource plans and procedures for all company personnel; assists in the development and implementation of personnel policies and procedures. Develops performance management processes to help drive business objectives. Creates succession planning strategies. Handles employee relations counselling, outplacement counselling and exit interviewing. Collaborates and contributes to HR related projects and initiatives in partnership with U.S. based HRBP team. Assists in evaluation of reports, decisions, and results of department in relation to established goals. Recommends new approaches, policies and procedures to effect continual improvements in efficiency of the department and services performed. Helps to maintain human resource information system records and compiles reports from the database. Consults with management, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Helps to resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Maintains in-depth knowledge of Federal and state legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Provides day-to-day performance management guidance management (e.g., coaching, counselling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Competency (knowledge, skills, and abilities) Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills Required Education and Experience Minimum of 8 years of experience resolving complex employee relations issues. Previous experience working in a HR Leadership role in Pharmaceutical, Biotech or CRO is essential. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. Global experience a plus. Bachelor's Degree in relevant discipline (e.g., Human Resources, Business Management or equivalent) is required; Master's Degree preferred; PHR/SPHR or SHRM-CP/SHRM-SCP certification a plus. Why Pharmaron? Pharmaron is a premier service provider for the life sciences industry. Founded in 2004, Pharmaron has invested in its people and facilities and established a broad spectrum of research, development, and manufacturing service capabilities throughout the entire drug discovery, preclinical, and clinical development process across multiple therapeutic modalities, including small molecules, biologics, and CGT products. With over 21,000 employees and operations in the U.S., the U.K. and China. Pharmaron has an excellent track record in delivering R&D solutions to its partners in North America, Europe, Japan, and China. Collaborative Culture: You will thrive in our inclusive and collaborative environment, where teamwork and innovation go hand in hand. Here, your voice matters, and your contributions make a real impact. "Employees Number One" and "Clients Centered" are the core cultural values at Pharmaron. Our culture, which sets Pharmaron apart from other organizations, has evolved from our deep commitment to our employees, partners, and collaborators. Benefits: As part of our commitment to your well-being, we offer a comprehensive benefits package: Insurance including Medical, Dental & Vision with significant employer contributions Employer-funded Health Reimbursement Account Healthcare & Dependent Care Flexible Spending Accounts 100% Employer-paid Employee Life and AD&D Insurance, Short and Long Term Disability Insurance 401k plan with generous employer match Access to an Employee Assistance Program How to Apply: Ready to seize this incredible opportunity? Join us at Pharmaron and be part of a dynamic team driving innovation and excellence in biopharmaceutical research and development. Apply online today! As an Equal Employment Opportunity and Affirmative Action employer, Pharmaron values diversity and inclusion in the workplace, fostering an environment where all individuals are empowered to succeed. Join us in our mission to make a difference in the world of life sciences.

Smartcat is building the future of work, where human expertise meets digital teammates to drive 10x to 1000x productivity gains for the world's leading enterprises. We're on the frontier of an entirely new category: Agentic AI. We enable enterprises to build high-performing hybrid workforces made up of both humans and AI agents. These AI agents aren't generic copilots. They're fully trained digital teammates that learn from your best people, your content, and your business strategy-ready to get to work from day one. Our platform combines generative AI, human-in-the-loop workflows, and a living Enterprise Skill Graph that continuously learns and improves. Whether you're launching a product globally, onboarding new hires, translating learning content, or aligning legal teams across regions, Smartcat turns knowledge into action and action into scale. Over 1,000 companies, including 20% of the Fortune 500, rely on Smartcat to bring their business to the world-instantly, accurately, and in every language. As a Series C company with 130% year-over-year growth, we're scaling fast and investing in people who want to shape the future of work with us. Join us in unlocking global potential, one human and agent team at a time. Why you should join our team Imagine stepping into a pivotal role where you'll architect the very foundation of our People strategy at an AI-native, globally-minded organization. As a leader, you'll not only have an HR Generalist reporting directly to you, but you'll also be empowered with significant autonomy and trust to cultivate a People Operations function that's renowned for being high-performing, deeply empathetic, and exceptionally productive by using AI. This is your chance to leave a lasting impact and shape the future of our most valuable asset: our people. Mission Reporting to the VP of People, you will empower our global team and advance organizational goals by modernizing HR practices. You'll be at the forefront of leveraging AI to streamline our processes, make data-driven decisions, foster culturally attuned connections, and proactively tackle challenges to cultivate an environment where everyone thrives. You'll be a vital resource as the escalation point of contact for all HR-related matters, playing a crucial role in orchestrating HR operations for our global team. We are a 240-person global company in 35+ countries and 20+ US states. We have 50+ employees based in the USA today. The majority of our workforce is in Europe. To thrive in this global role, you must be located on the East Coast or willing to work East Coast hours. It is highly preferred if you are based in Boston, MA so that you may go into our office at least once a week. Relocation is not offered. Outcomes Launch a successful Spring 2026 Talent Review Cycle. Smartcat has rolled out bi-annual Talent Reviews starting in Spring 2025, this will be the evolution of the Talent Review process, including leading manager calibration sessions and a bias audit. You'll be partnering with leadership to accurately identify the potential and performance of their direct reports via the 9-box structure, forming an accurate view of our company's Talent Density. We expect 100% workforce participation and 85%+ positive experience feedback. Embed AI into everything PeopleOps. Be at the forefront of identifying and implementing innovative AI solutions to dramatically boost our team's productivity, freeing up valuable time from manual tasks and significantly enhancing the employee experience. Implement at least two AI-driven process improvements that reduce manual workload by at least 20%. Be a strategic business partner. As a strategic partner to our business leaders, align people strategies with business goals, helping drive performance, talent development, and organizational culture. Using our PeopleOps data flywheel, make data-informed decisions with deep relationship building to ensure both the business and its people thrive together. Provide quarterly talent insights that link people metrics to business performance. Oversee our HR Generalist and day-to-day operations. Serve as the first point of escalation for HR policies, procedures, sponsorship, compensation, benefits, time away, employee relations issues, investigations, global benefits, employee engagement, and global connections. There is a lot that will come your way being in over 30 countries with 5+ entities. How you'll ramp By Day 30: Laying the Foundation for Impact Become a Power User of Our People Ecosystem: Dive headfirst into our suite of HR tools, including Google Workspace (Sheets, Slides, Docs), HiBob, Gusto, Metaview, ChatGPT, Zapier, Notion, Omni, Slack, Pave.com, and Remote.com. You'll quickly gain mastery over these platforms, enabling you to drive efficiency and innovation within our People Operations function. Master the Global Landscape of People Operations: Immerse yourself in our diverse global People Operations processes, from seamlessly onboarding and offboarding team members to expertly navigating performance management, talent reviews, and benefits administration. You'll gain expertise across our US, UK, Europe, and CIS-based teams, as well as our valued contractors and independent entrepreneurs. Shape the Future, Present Your Strategic Vision: After your first 30 days, you'll synthesize your initial learnings into a compelling 60-90-120 day roadmap, presenting your strategic insights and proposed initiatives directly to the VP of People and the People Operations Leadership team. This is your opportunity to influence our future direction. Forge Meaningful Connections: Immediately begin building strong, collaborative relationships with key internal and external stakeholders. You'll become a trusted partner, and an empathetic manager, understanding their needs and contributing to a positive and productive work environment. Day 60: Driving Key Initiatives Forward Elevate Our Talent, Lead the Spring Talent Review: Take ownership of our Spring Talent Review, implementing updates and improvements based on valuable feedback from the 2025 Talent Review cycles. You'll play a crucial role in identifying and developing our top talent in order to increase our talent density. Formalize Core People Operations Processes: You'll be instrumental in prioritizing and formalizing essential People Operations processes, including onboarding, off-boarding, benefits administration, and leave of absence requests. Your efforts will create clarity and efficiency for our entire organization. Start to own the HR escalation issues: You will have confidence addressing topics such as employee investigations, sponsorship, payroll, benefits, time away, leave of absences, onboarding and off-boarding. Day 90: Shaping Our Global People Strategy Embed AI into the Heart of People Operations: Identify and begin implementing high-impact AI solutions that streamline workflows, reduce manual effort, and enhance the employee experience. You'll demonstrate how AI can become a true teammate in how we operate, decide, and deliver. Deliver Strategic Insights and a Future Roadmap: Present your 12-month People roadmap to the VP of People and People Operations Leadership team, showcasing how data and AI will drive performance, culture, and engagement across our global team. Establish Yourself as a Strategic Partner: By Day 90, you'll be a trusted advisor to business leaders, using data-informed insights and strong relationships to guide decisions that help both the business and its people thrive. What you've accomplished You have a track record of success building a scalable, AI-first, data-driven people operations function that encompasses the entire employee lifecyle including: onboarding, employee relations, performance management, talent development, off-boarding, and training. You are eager to share your experience and insights making data-driven decisions to inform people operations processes and policies and using data to tell stories. Rather than reporting on the data, you know how to tell a story with the data. You understand how to balance the strategic big picture with the tactical execution and can easily switch between the two at any moment. You're a people manager that people love working for and working with! You're a great coach, mentor and business partner. You understand the art of pushing back to challenge the business and the art of having difficult conversations. Why joining Smartcat might be your best move so far Fully remote team We are a global team of 200+ enthusiastic people spread across 30+ countries. We have been fully remote since 2020, with some locations populated with more Smartcaters than others, such as Boston, Belgrade, Lisbon, Tbilisi and Yerevan. Be part of an AI Native Organization We are highly innovative, using AI across all areas of the organization to accelerate decision-making and free people to focus on strategy and high-impact work. We embrace new ideas and encourage all Smartcaters, regardless of level or department, to manage their own AI Agents. At Smartcat you'll shape how AI transforms the workplace and play an integral role in ensuring Smartcat remains a leader in AI innovation. Innovating a $100 Billion industry Smartcat is reshaping the $100B multilingual content industry with an AI-powered platform that makes it easy for companies to create, translate, and localize global content at scale. Our platform enables enterprise teams to move away from slow, traditional outsourcing methods, and achieve fast, high-quality results, at a fraction of the cost. Join the rocketship to scale-up 10x and beyond together We are looking for someone to become an integral part of our team and play a crucial role in the most exciting part of our journey: transitioning from a post-Series C startup to a company exceeding $100M in ARR and $1B in valuation. Our journey isn't for the faint of heart. We are growing at 130% YoY, thanks to our strong product-market fit and high-performing team, and plan to accelerate from here. Smartcat Culture: Where Diversity Meets High Performance At Smartcat, we are committed to building a culture that highlights respect and appreciation for each individual's unique background and perspective, while maintaining a strong focus on results and engagement. We believe in welcoming everyone and fostering an inclusive environment where team members can be their authentic selves at work. Our commitment to inclusion is steadfast, and we stand firmly against discrimination and harassment.

Human Resources Director Come join us at St. Patrick's Manor! A Faith-Based, Nonprofit, 303-bed, Short and Long-term care facility sponsored by the Carmelite Sisters. We are a place of life, a place of caring, and more importantly, a true home for our residents. Located on lush, manicured lawns and gardens in Framingham, MA, we are just minutes from Route 9 for easy access to the Mass Pike. We are seeking to hire a Director of Human Resources. $80K to $86K annually based on skills and experience. Director of Human Resources Introduction: This role is responsible for overall administration, coordination, and evaluation of the human resource function. Director of Human Resources Qualifications: Must have a Bachelor's Degree; Master's Degree preferred; in a job-related discipline. Minimum of 4 years of HR management experience. Long-Term Care experience required. HR expertise, including strong understanding of Massachusetts labor law, and ability to guide and train others in this discipline. Attention to detail and general business acumen. Strong contributor in team environments and relationship management. Director of Human Resources Summary: Oversee management of time clock administration and its integration with processing payroll. Operate UKG HRIS for Core (employee lookup), reporting, Workforce Dimensions, Recruiting Gateway and Onboarding Gateway. Administer all employee benefits programs, in cooperation with centralized benefits management, to include accurate payroll deductions, PTO, health and dental insurance, COBRA, life, supplemental insurances, and retirement plan. In cooperation with the System Office Recruiting Manager, manage the recruiting and onboarding function through use of Indeed and UKG recruiting/onboarding; background and drug checks and Relias learning management system. Maintain the Employee Handbook, job descriptions, performance evaluations, and all other HR-related documents. Maintain accurate personnel files in accordance with established policies to include all required state and federal forms and records of required training. Administrate employee injuries in conjunction with centralized claims management (MetLife); maintain accurate OSHA injury logs. Manage all employee disciplinary and termination procedures with documentation, in consultation as applicable with management and legal counsel. Annually review and make recommendations to executive management for improvement of the organization's policies, procedures, and practices. Maintain responsibility for organization compliance with federal, state, and local legislation pertaining to all personnel matters. Assist executive management in the annual review, preparation and administration of the organization's wage and salary program. This is a brief overview of job responsibilities and not intended to be all inclusive. We aim to create a supportive workplace where you are valued, compensated fairly and provided the tools to thrive! St. Patrick's Manor can offer you: Competitive Compensation Health (Aetna), Dental, Vision, HSA with employer contribution Benefits available 1st of the mo. following 30 days Flexible Spending Account and Supplemental insurances Fully paid Life and Short-Term disability insurance Employee Assistance Program with Discount marketplace Retirement Plan Student Loan Forgiveness Guidance Compassionate work environment Please consider joining our team working where The Difference is Love ℠! St. Patrick's Manor is an Equal Opportunity Employer and adheres to a policy that prohibits discrimination on the basis of race, color, sex, sexual orientation, gender identity, religion, creed, national or ethnic origin, citizenship status, age, disability, veteran status, or any other legally protected class. #SPM2024

Joining the Benchmark Senior Living team means putting your passion to work. Our associates feel a sense of belonging with the care that they provide, empowered by the open and reliable team that surrounds them. Our diverse and skilled workforce takes immense pride in a shared commitment: a devotion to providing caring and dedicated service. In our supportive environment, associates can learn and grow. With professional and personal training programs, as well as education for career advancement, we empower associates to explore their interests, feed their passion, and pursue growth opportunities. We invite you to connect with your calling, find purpose in your career, and gain lifelong relationships through the power of human connection by transforming the lives of seniors! As the Director of Business Administration, you will report to the Executive Director and maintain a close relationship with corporate accounting and Human Resources and the Organizational Development teams. Salary $75k Responsibilities Acting as the initial point-of-contact for all HR (Human Resources) and accounting related matters Managing the recruitment process in your community, including updates in the ATS, outreach to and screening of candidates, and managing the offer and onboarding process Interpreting policies and procedures and communicating them to all employees both proactively and in response to questions Processing A/R and A/P timely Processing monthly billing statements, answering related question from residents and families in a timely manner Processing employee payroll and archiving and discarding payrolls at the end of each cycle Analyzing variances in departmental payroll vs. budget Gathering monthly accruals from department heads Producing proposals and presentation packets Requirements 2-year degree in a Business-related field; 4-year degree from an accredited university in a Business-related field preferred Must have excellent organizational skills as well as effective written and verbal communication skills Be knowledgeable regarding ADP payroll systems and basic GL and Accounts Payable systems 3 years of business office experience with HR and accounting Prior Human Resources experience and/or education preferred Proficiency in Microsoft Office Suite applications such as Word, Excel, and Outlook Knowledge of HRIS system a plus As a community leader at Benchmark, you will have access to a variety of benefits including, but not limited to, the following: 8 holidays & 3 floating holidays Vacation and Health & Wellness Paid Time Off Discounted Meal Program Associate Referral Bonus Program, up to $1,500 Physical & Mental Health Wellness Programs Medical, Vision & Dental Benefits; no enrollment waiting period 401k Retirement Plan with Company Match Company-provided Life Insurance & Long-Term Disability

Human Resources Director DEPARTMENT: Human Resources REPORTS TO: General Manager FLSA STATUS: Salaried/Exempt LEGENDS GLOBAL Legends Global is the premier partner to the world's greatest live events, venues, and brands. We deliver a fully integrated solution of premium services that keeps our partners front and center through our white-label approach. Our network of 450 venues worldwide, hosting 20,000 events and entertaining 165 million guests each year, is powered by our depth of expertise and level of execution across every component feasibility & consulting, owner's representation, sales, partnerships, hospitality, merchandise, venue management, and content & booking of world-class live events and venues. The Legends Global culture is one of respect, ambitious thinking, collaboration, and bold action. We are committed to building an inclusive workplace where everyone can be authentic, make an impact, and grow their career. Winning is an everyday thing at Legends Global. We have the best team members who understand every win is earned when we come together as one unified team. Sounds like a winning formula for you. Join us! THE ROLE The Human Resources Director at View Boston partners with senior leaders and provides strategic advice on a wide variety of areas to maximize organizational effectiveness and performance. Develop and maintain strong partnerships with management and ensure HR strategies, processes and practices align with business needs. He/she provides expert advice, counsel, and coaching to senior leaders, managers, and employees (union and non-union) on all employee related issues such as, but not limited to: performance management, documentation, progressive discipline measures, career development, employee relations issues, policies and procedures, and all employment/labor laws. He/she will proactively anticipate labor/employee relations issues and provide counsel to resolve them. The Director is also responsible for building bench strength in the organization through the identification, recruitment, and development of top talent. ESSENTIAL DUTES AND RESPONSIBILITIES Labor (unions and third-party management) - Establish, negotiate and maintain long-term labor relations strategies that support the business objectives, while creating an environment of trust. Ensure appropriate polices and processes are in place to meet all legal obligations, minimize organizational risk, and provide a safe and secure work environment for employees. Ensure proper preparation of information requested, or required, for compliance with all state and federal laws. Participate in grievance, arbitration, and contract negotiation proceedings. Partner with the General Counsel to investigate and respond to employment claims and demand letters, as well as state and federal agency claims (including claims filed with the EEOC, DLSE, DOL, NLRB etc.). Organizational Development - Ensure talent is developed within the organization to meet current and future business leadership needs. Partners with business leads to identify the training and development agenda. Develop a training curriculum, including customer service, safety, security and responsible alcohol policies, in conjunction with operations leaders for all event staff. Talent Management - Manage performance review process. Partners with business leads to ensure employees are aware of broader organizational, as well as individual priorities. Reinforce a constant feedback culture. Review, guide and approve management recommendations for employment terminations. Staffing & Retention - Develop staffing plan considering evolving business needs. Attract, select, onboard and retain a high performing, diverse workforce. Partner with General Managers to ensure proper onboarding of all seasonal staff. Employee Relations - Act as an employee advocate and champion, ensuring employee impact is considered as business decisions are made. SUPERVISORY RESPONSIBILITIES Carries out supervisory responsibilities in accordance with all Legends Global policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty with energy and enthusiasm. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION AND/OR EXPERIENCE The ideal candidate must have a bachelor's degree with a minimum of seven years human resources experience, preferably in a high-volume environment. Experience in a union work environment required. SKILLS AND ABILITIES Employee relations experience, including conducting investigations and resolving grievances. Outstanding leadership skills with a high capacity for managing multiple projects simultaneously, influencing and gaining credibility with all levels of employees, management, union representatives and clients. Detail-oriented and extremely organized with the ability to learn new programs and procedures quickly. Strong interpersonal and customer service skills, business acumen, organizational savvy, and have sensitivity dealing with confidential information. High energy, with a focus on details. Proficient in Microsoft Word, Excel, and PowerPoint. Must be flexible to work extended hours due to business requirements including nights, weekends and holidays. COMPENSATION Competitive salary, commensurate with experience, and a generous benefits package that includes medical, dental, vision, life and disability insurance, paid vacation, and 401k plan. WORKING CONDITIONS Location: On Site - View Boston - 800 Boylston St Floor 52, Boston, MA 02199 PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. NOTE: The essential responsibilities of this position are described under the headings above. They may be subject to change at any time due to reasonable accommodation or other reasons. Also, this document in no way states or implies that these are the only duties to be performed by the employee occupying this position. Legends & ASM Global is an Equal Opportunity/Affirmative Action employer, and encourages Women, Minorities, Individuals with Disabilities, and protected Veterans to apply. VEVRAA Federal Contractor.

About the Role: The Human Resources Director at Canopy by Hilton Boston will lead and oversee all HR functions to support the accommodation and food services operations effectively. This role is pivotal in developing and implementing strategic HR initiatives that align with the company's goals, fostering a positive and productive workplace culture. The director will ensure compliance with employment laws and affirmative action policies while managing benefits administration and total rewards programs to attract and retain top talent. They will also drive employee engagement and performance appraisal processes, ensuring continuous development and succession planning within the organization. Ultimately, this position is responsible for creating an inclusive, motivated, and high-performing workforce that contributes to the overall success of the hotel and its guests' experience. Minimum Qualifications: Graduation from high school or equivalent. Additional training or experience to meet the required job knowledge, skills, and abilities. College degree in Personnel Management preferred. Minimum of 7 years of progressive HR experience, including leadership roles within the accommodation and food services industry or a similar sector. Strong knowledge of employment law, benefits administration, and affirmative action compliance. Proven experience managing employee relations and performance appraisal systems. Demonstrated ability to develop and implement HR strategies that support business objectives. Preferred Qualifications: Experience working in a hospitality environment, particularly within hotel operations. Familiarity with total rewards program design and succession planning in a multi-site organization. Proven track record of leading employee engagement initiatives that resulted in measurable improvements. Responsibilities: Develop and implement HR strategies and initiatives aligned with the overall business strategy of Canopy by Hilton Boston. Manage the full spectrum of benefits administration, ensuring competitive and compliant employee benefits packages. Oversee employee relations to maintain a positive work environment and resolve workplace conflicts effectively. Ensure compliance with employment laws and affirmative action requirements, maintaining up-to-date policies and procedures. Lead performance appraisal processes and succession planning to support employee growth and organizational continuity. Drive employee engagement initiatives to enhance job satisfaction and retention. Collaborate with management to identify staffing needs and support recruitment efforts. Provide guidance and support to HR generalists and other team members to ensure consistent HR service delivery. Inspire your team to embrace and live Canopy by Hilton Boston Downtown DNA that we are all EPIC: Enthusiastic Positive Intuitive Caring . Skills: The Human Resources Director will utilize their expertise in benefits administration to design and manage competitive compensation and benefits packages that meet employee needs and regulatory requirements. Their deep understanding of employment law and affirmative action ensures that all HR practices comply with legal standards, minimizing risk for the organization. Employee relations skills are critical for resolving conflicts and fostering a collaborative workplace culture, while performance appraisal and succession planning skills help identify and develop future leaders. The ability to engage employees through targeted initiatives supports retention and productivity, directly impacting the hotel's service quality. Additionally, HR generalist skills enable the director to oversee a broad range of HR functions, ensuring seamless daily operations and strategic alignment. Our DNA is EPIC Enthusiastic Positive Intuitive Caring Olshan Properties is proud to provide equal opportunity to all employees and applicants for employment without regard to age, race, religion, sex, sexual preference, national origin, disability, veteran status, or genetics. We maintain a drug-free workplace.

Reporting to the CFO, The Human Resources Director serves as both a strategic and tactical business partner in several key human resources related functional disciplines (Employee Relations, Compensation/Benefits, Employee Engagement, Compliance, HR Administration (including Leaves and Workers Compensation, Performance Management, Departures/Exits). This is a hands-on role; working with people at all levels of the organization and serves as a trusted advisor to executive management. The HR Director originates and leads Human Resources best practices and objectives across the organization. This individual advises and counsels leadership around providing an employee-oriented; high performance culture that embodies our clients core values. This Director manages a payroll specialist, and is responsible for all HR strategic projects and initiatives. The Director ensures metrics are in place to measure HRs overall contribution the organizations goals. Responsibilities: Build a best-in-class HR function to help drive support the business and ensure an exceptional employee experience. Manage Human Resources activities and develop strategies that support the vision, strategies, and values Provide overall leadership to Human Resources function by overseeing key disciplines mentioned in the summary. Develop and revise HR policies and procedures that are consistent with an outstanding employee experience, are in line with and help drive corporate objectives, and maintain legal integrity. Liaise with leadership on key HR and employee relations issues that are having operational impacts partner on identifying and implementing solutions. Partner with the benefits broker on ensuring the optimal benefit plan design, offerings, communications and participation. Manage all HR administrative and reporting functions, including Payroll/Benefits (with Finance partnership), Leaves of Absence and Workers Compensation. Develop and implement a valuable performance review process and cycle in accordance with current trends and industry best practices. Implement and manage compliance efforts with federal, state and local laws and regulations relating to all aspects of the employee life cycle. Manage HR related required training at all levels of the organization and partner with leadership on other training needs for the business. Maintain knowledge of industry trends and employment legislation that could impact the organization objectives Manage all HR Technology platforms and systems including upgrades Develop and oversee corporate Human Resources SOPs, metrics, and KPIs Develops and implements the departmental budget Maintain the tracking of all licensure requirements/training and evaluation processes for the individual programs. Qualifications: Bachelors degree 8+ years of HR experience Experience in the Construction industry is helpful particularly when it comes to licensure and evaluation programs. The ability to bring immediate credibility to the human resources function through his/her professional qualifications and leadership skills as well as project the highest levels of integrity Experience with HRIS Strong presentation skills Energetic self-starter with a bias toward action Objective, decisive and results oriented with well-developed team building skills Employee relations experience, and sufficient expertise in management principles to serve confidently and confidentially in an advisory role Ability to travel to our location in Falmouth and job sites across the State Position requires the satisfactory completion of a background check including fingerprinting. SHRM certification preferred

Title: Chief of Human Resources Officer Reports To: Chief Executive Officer Employment Type: Full-Time, Exempt OVERVIEW OF ROLE Match is seeking a Chief Human Resources Officer (CHRO) who will be a key member of the District's Senior Leadership Team and play an integral role on the Network Support Team supporting all 3 school campuses. The CHRO is responsible for developing and executing a comprehensive human resource, diversity, equity, and inclusion strategy that supports Match's mission and strategic direction. The CHRO will ensure compliance with all human resource, EEOC and Title IX policies. They will promote alignment and collaboration across campus and network departments and support and advise the Chief Executive Officer on all HR matters. The compensation for this position starts at an annual salary rate of $145,000 and can be higher based on prior relevant experience. This full-time, in-person position is based at Match's Network Support Team office located on 215 Forest Hills St. in Jamaica Plain, but regular travel between Match's three school campuses will be required. PM20 KEY RESPONSIBILITIES Strategic Leadership & Organizational Development * Serve as a key member of the Senior Leadership Team, participating in strategic planning, organizational decision-making, and translating Match's vision into effect * Provide strategic leadership by articulating HR and DEI needs and plans to the Senior Leadership Team and Board of Trustees * Assess HR systems to inform decision-making HR Strategies and Leadership * Advise the CEO on HR opportunities, implications, and risks related to key issues and strategic decisions, and on matters related to employee morale, supervisory issues, or other staff concerns * Provide guidance and strategic direction on matters impacting staffing, employee engagement and experience, and employee relations * Establish strong working relationships with the Senior Leadership Team and campus leaders; ensure HR, Title IX and equity issues of common concern are addressed in a timely, effective manner (see also collaboration below) * Supervise HR Manager * Lead, mentor, direct, and support while promoting a culture of high performance and continuous improvement * Monitor various processes to ensure timely and efficient processing of applicants and employees across recruitment, hiring, onboarding, and offboarding * Lead HR Policies and Practices, in particular: * Staff onboarding and induction * Leaves management (PFMLA) * Title IX and Equity investigations and resolutions * Accommodation assessment, interactive dialogue and implementation * Ensure strong systems and structures aligned with HR and state laws, including training initiatives on HR policies, procedures, employee relations, performance and licensure * Mediate interpersonal conflicts * Strong Collaboration across all levels of Match, both at the Network Support Team and across all three campuses * Create learning and development opportunities that build organizational capacity and support career progression pathways * Monitor key HR metrics, including employee satisfaction, performance evaluation trends, and DEI progress, to name a few Employee Relations & Compliance * Manage employment-related risks and ensure compliance with internal policies and all employment laws and regulations at the local, state, and federal levels * Respond to and investigate employee relations issues or complaints; advise the CEO on significant topics and recommended resolutions * Direct investigations of employee misconduct, ensuring thorough, fair, and timely processes * Oversee EEOC and OCR regulations and complaints, ensuring organizational compliance * Oversee the termination process, ensuring legal compliance and respectful treatment * Ensure all staff and candidates for employment meet and maintain suitability for work status, including background checks (CORI, fingerprinting), licensure, and support with reference-checking processes Perform other duties as assigned by the CEO or appropriate administrator QUALIFICATIONS Education * Required: Bachelor's degree in Human Resources, Business Administration, Education Administration, or related field * Preferred: Master's degree in Human Resources, Business Administration, Education Administration, or equivalent field Certifications/Licenses * Required: PHR, SPHR, SHRM-CP, or SHRM-SCP certification (unless has a degree in HR). * Preferred: Additional School Leadership certification. Work Experience * Required: Minimum of 10 years of progressive leadership experience in Human Resources and its functions. * Required: Minimum of 10 years of supervisory experience managing HR teams * Highly Preferred: Experience in the education sector, particularly charter schools or urban educational settings. * Preferred: Experience managing HR functions across multiple sites or campuses. KNOWLEDGE, SKILLS & ATTRIBUTES Technical Expertise * Knowledge and experience in employee relations, and equity and inclusion initiatives and programs that create and support an inclusive workplace culture * Knowledge of federal and state employment laws, including Massachusetts education employment regulations (or understanding of HR best practices in the education sector) * Proficient in the use of Google Suite, HRIS systems (like HILB and ADP), and technology to maximize efficient practices and deliver data-driven insights * Exceptional judgment and ability to effectively identify, analyze, and solve practical and sensitive problems * Strong analytical skills with the ability to use data to inform strategy and measure impact * Ability to successfully manage a variety of variables and personalities in a dynamic environment Communication & Interpersonal Skills * Exceptional oral and written communication, interpersonal, and conflict management and resolution skills * Demonstrated ability to communicate effectively across diverse audiences * Capacity to, independently and as part of a team, plan, organize, and prioritize work while managing multiple deadlines in a fast-paced environment * Strong project management skills with the ability to execute complex initiatives from conception through implementation Personal Attributes * Committed to maintaining strict confidentiality with sensitive personnel matters * Embodies Match's core values of Equity, Freedom, Teamwork, Innovation, and Accountability * Approachable and a great listener * Demonstrates cultural competence and commitment to diversity, equity, and inclusion * High degree of professionalism, integrity, and ethical standards MATCH'S COMMITMENT TO DIVERSITY Research has shown that people of color and women are less likely to apply for jobs if they don't believe they meet every one of the qualifications described in a job description. Our highest priority is finding the best candidate for the job. We encourage you to apply, even if you don't believe you meet every one of our qualifications described or you have a less traditional background.

Job Title: Director of Human Resources Full Time Exempt & Hybrid Annual Salary Range $90K-$100K We are seeking a mission-aligned, personable, highly organized, and proactive Director of Human Resources to support our HR team. This individual will be an expert and will have a primary focus in employee relations. They'll play a key role in upholding HR compliance, background check renewals, reporting, and have an in-depth understanding of all HR functionalities. This role requires a positive person, experienced, trustworthy, diplomatic, fair, excellent interpersonal skills, and is capable of prioritizing and multitasking. Position Responsibilities: Employee Relations Assist managers/Sr. leaders in resolving performance issues and conflict resolution using RFK's performance management processes. Conduct thorough, well documented investigations as needed. Draft policies that support employees and business needs. Enhance employee relations and job satisfaction through proactive engagement and creative relationship building initiatives. Maintain organized and confidential electronic and paper filing systems. General HR Support Conduct background check renewals and licensure renewals for the organization. Provide backup benefits administration support, MPFML tracking/communication, workers comp, employee records compliance, and onboarding support. Assist with training managers/staff on policies/procedures and compliance requirements. Possess comprehensive up to date understanding and practical application of State and Federal employment requirements including but not limited to: workers compensation, MPFMLA/FMLA, FLSA, and ADA. High level of technical competence; Create spreadsheets, job descriptions, generate reports, data entry. A practical knowledge of Microsoft office, excel, power point, Paycor software and ability to comfortably adapt to various software and systems. Who You Are Experience & Skills 5+ years of experience in a Human Resources management or leadership role, preferably in a nonprofit or mission-driven organization. Excellent employee relations skills. Outstanding communication and relationship-building abilities. Exceptional organizational and time-management skills. Strong written and verbal communication skills. High level of professionalism, reliability, and sound judgment. SPHR, PHR certification or relevant degree preferred. Proficiency with Microsoft Office Suite (Word, Excel, Outlook, PowerPoint); experience with Paycor a plus. How We Promote Equity, Cultivate Leaders, and Grow Together At RFK Community Alliance we're dedicated to a culture where everyone can show up to work as their full authentic selves. We believe that a diverse and inclusive workplace makes our organization stronger. We value, respect, and support all types of diversity including, but not limited to; ethnicity, race, gender, LGBTQIA, age religion, and abilities. Why You'll Love Us In addition to being a part of a supportive team, we offer amazing employee benefits, including: Health Insurance Dental Insurance Vision Insurance Generous paid time off Holiday Pay Educational Assistance Employer-paid life insurance Employer paid Short & Long Term Disability Retirement Plan with generous employer match Tuition Reimbursement To apply: Submit cover letter & resume to: To apply for this position please click on → Human Resources Director. RFKCA offers a compassionate, inclusive company culture and excellent work environment. RFKCA is deeply committed to the principles of equity, diversity, and inclusiveness. We do not discriminate based on race, color, creed, national origin, religion, age, gender identity, sexual orientation, physical or mental disability. EOE/AA Keywords: Director of Human Resources

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China

Under the direction of the Vice President of Human Resources, the Assistant Director of Human Resources plays a critical role in promoting a safe, respectful, and inclusive environment at Quincy College by investigating complaints of sex-based discrimination, harassment, and retaliation under Title IX of the Education Amendments of 1972 as well as general employee complaints. The Assistant Director of Human Resources will also provide support in the areas of talent acquisition leave administration, labor relations, and employee relations. The role supports the Vice President of Human Resources in the day to day operations of the HR department. The Assistant Director of Human Resources will work closely with staff, students, faculty, administrators and other stakeholders to facilitate a fair process and ensure that individuals are treated with dignity and respect throughout the investigation and resolution process. This position requires a deep understanding of Title IX regulations, Title VI, employment law, investigative procedures, and the ability to handle sensitive matters with professionalism and discretion. EDUCATIONAL EXPERIENCE: Bachelor's degree is required; Master's degree is preferred. PHR/SHRM -CP or SPHR/SHRM- SCP preferred. EXPERIENCE REQUIREMENTS: * Minimum of 3-5 years of experience in investigative work, preferably in the context of Human Resources or Title IX, higher education. * Experience in conducting investigations into allegations of sexual harassment, sexual assault, discrimination, or retaliation is highly preferred. * Knowledge of Title IX regulations, related federal and state laws, and the regulatory environment governing sexual harassment and misconduct in higher education. * Experience in conducting Title VI workplace discrimination investigations involving discrimination and harassment complainants regarding protected categories. * Experience conducting workplace investigations involving possible college policy violations. * Ability to work both independently and as a team member. * Ability to manage and prioritize multiple cases simultaneously. * Ability to handle multiple tasks simultaneously * Excellent written and verbal communication skills, with the ability to prepare detailed investigation reports and present findings clearly and concisely. * Ability to conduct thorough and professional investigations in a timely manner. * Attention to detail. * Ability to manage sensitive situations with professionalism, impartiality, and confidentiality. * Excellent interpersonal and communication skills, both verbal and written. * Ability to communicate with tact and diplomacy. * Ability to develop and foster positive working relationships with all levels of employees. * Ability to manage confidential information in a professional manner. * Good time management and organization skills. * Problem analysis and problem resolution skills. * Understanding of Human Resources practices and employment law. * Proficiency with Microsoft Office and other relevant software. * Ability to work flexible hours as needed. * Ability to commit to a full-time on-site work schedule. * Qualified applicants must be able to perform the essential functions of this position with or without reasonable accommodations. Preferred Qualifications: * Experience in higher education or university settings. * Knowledge of restorative justice practices or alternative dispute resolution methods. * Experience working in a union environment and knowledge of progressive discipline, due process, and just cause. * Experience working in the public sector. Requirements: SUPERVISORY RESPONSIBILITIES: None TRAVEL: Occasional and local travel, including travel to Boston, Quincy and Plymouth Campuses as necessary. ESSENTIAL FUNCTIONS: Investigatory Functions * Investigate allegations of misconduct, including harassment, discrimination, retaliation, unethical behavior, and violations of institutional policies or labor laws. This includes complaints from faculty, staff, or students. * Gather and evaluate evidence through interviews with the complainant, respondent, and witnesses, as well as reviewing relevant documents, communications, and other sources of information. * Ensure investigations are completed promptly and efficiently, within the timeframe outlined in the college's policies and procedures. * Prepare detailed, clear, and factual written reports documenting the findings of the investigation, including an analysis of the evidence, the credibility of witnesses, and a determination of whether policies were violated. * Based on the findings, make recommendations for corrective actions, including disciplinary measures, policy changes, training programs, or other appropriate interventions. * Stay up-to-date on federal, state, and local employment laws, including Tilte VI of the Civil Rights Act, the Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), and other labor regulations that impact workplace behavior. * Interpret and apply college-specific policies and procedures, including employee conduct and anti-discrimination policies to ensure compliance during investigations. * Work closely with the college's HR team, legal counsel, Title IX Coordinators, and other relevant departments to ensure the investigation is consistent with institutional policies and legal requirements. * Provide clear and timely updates to relevant parties (e.g., Vice President of HR, General Counsel, President,) while maintaining confidentiality and privacy standards. Respond to queries from employees, supervisors, or administrators about the investigation process. * Act as a neutral point of contact for both complainants and respondents, offering guidance on the investigation process, their rights, and available support resources ( * When appropriate and in accordance with Title IX regulations facilitate informal resolution options such as mediation or conflict resolution between parties involved in the dispute, provided all parties are willing. * If applicable, recommend alternative dispute resolution (ADR) methods to resolve conflicts outside of formal disciplinary proceedings. * Assist in the coordination of training programs related to harassment prevention and discrimination awareness, as well as other relevant training topics. * Support efforts to foster a positive work culture by promoting understanding of college policies and reinforcing expectations for professional conduct. * Ensure confidentiality during all stages of the investigation process. Protect sensitive information to prevent unnecessary disclosure and respect privacy laws, including FERPA and state-specific regulations. * Handle all reports of misconduct and investigative details with sensitivity to the privacy of individuals involved, ensuring that information is only shared on a need-to-know basis. * Make recommendations and provide feedback to senior HR leadership regarding gaps or potential improvements in existing policies, procedures, and practices based on investigation outcomes. * Monitor for and address any instances of retaliation against individuals who file complaints or participate in investigations. Ensure that employees are aware of the protections against retaliation. * Track recurring issues or patterns in misconduct (e.g., types of complaints, departments involved) and make recommendations to prevent future incidents and improve workplace culture. * Promote an environment in which employees feel safe to report concerns without fear of retaliation or bias, reinforcing the institution's commitment to fair treatment for all. General Human Resources Functions: * Perform duties as the HR lead assigned to interview teams. * Ensure interview teams are adhering to the College's consistent selection process practices. * Work with hiring managers to create interview questions. * Follow-up with hiring managers regarding the status of the resume review process * Review candidates selected for interviews to ensure a diverse representation of candidate pools. * Represent Human Resources on selection teams to ensure compliance with all federal/state laws and College policies. * Train members of the interview teams regarding applicable federal/state laws and interviewing best practices. * Lead the interview team through the consistent candidate evaluation process. * Facilitate interview team group discussions and make recommendations for second round of interviews when applicable. * Work with hiring manager and interview team on making a recommendation for hire. * Check professional references of candidates. * Provide Vacancy Table status updates weekly on each hiring process. * Collect all documentation from the interview teams including notes and evaluation sheets. * Perform other HR duties to support the department as assigned. * Assist with employee accommodation requests based on disabilities and religious beliefs. * Assist with the coordination of FMLA leave requests. * Assist with labor relations functions such as information requests, adherence to grievance procedures, and collective bargaining. * Work flexible hours as needed for the purpose of serving HR customers and department colleagues. * Participate in mandatory training/coursework; including but not limited to: * Title IX and Sexual Misconduct * Sexual Harassment and Non-Discrimination * Security Policy and Notification of Security Reporting * FERPA * Municipal Ethics Law * Assume other duties as assigned. Additional Information: EEO Statement: Quincy College is an equal opportunity employer committed to providing an environment that is free from discrimination and harassment based on race, age, creed, color, religion, national origin or ancestry, gender, disability, veteran status, genetic information, sexual orientation, gender identity or expression, or pregnancy. Quincy College is committed to achieving a diverse workforce and complies with all Federal and Massachusetts State laws, regulations, and executive orders regarding non-discrimination and affirmative action. Application Instructions: Please submit the following documents online: * Resume * Cover Letter

Full-time Description Department: Human Resources Reports to: Norma Jean Calderwood Director Classification: Salaried, exempt, full-time with benefits Salary range: $125,000-$145,000 depending on experience This is an onsite, Boston-based position. No agencies, please. Please submit a cover letter with your application. Isabella Stewart Gardner Museum Core Values Isabella Stewart Gardner so deeply believed that art had the power to change lives that she built a beautiful, personal, and immersive Museum “for the education and enjoyment of the public forever.” Today the Isabella Stewart Gardner Museum (ISGM) is a living embodiment of her bold vision; it's a dynamic place where ideas and creativity in all its forms inspire visitors. We strive to tell new stories and challenge assumptions through exhibitions, music, programs, and performances and by engaging the perspectives and collaboration of our communities. The Isabella Stewart Gardner Museum seeks to connect past with present, develop and sustain mutually beneficial partnerships with local communities and artists, broaden our audiences, and generate opportunities for creativity. We are firmly committed to a welcoming work culture and visitor experience. Our five-year strategic plan outlines the Museum's core values, goals, and initiatives that serve as a renewal of Isabella's promise to serve the public and be a resource for the city. Summary The Director of Human Resources oversees all aspects of Human Resources management, serves as a trusted advisor to executive leadership, a strategic HR leader, and an advocate for employee engagement at the Museum. The Director of Human Resources is a member of the Senior Leadership Team and helps set strategy for institutional culture, internal communications, and the advancement of the Museum's goals. The Director of HR will be an experienced, proactive leader who understands the current labor environment and the specific characteristics of non-profit organizational culture, while providing deep expertise with a proven track record of best practice. Essential Functions and Primary Responsibilities Lead the design, development, and implementation of short and long-range Human Resources plans, strategies, and policies tailored to meet Museum needs and strategic plan goals; set annual HR goals and assess success by establishing evaluation strategies to measure and report on achievement. Act as an advisor, leader, and resource on all related organizational development and Human Resources matters; provide consultation and assistance to department heads, supervisors, and executive management on organizational and job performance issues. Integrate Diversity, Equity, Accessibility and Inclusion values into every aspect of HR. Provide organizational guidance to values-based efforts across the Museum and provide leadership for hiring, welcoming and onboarding new employees with the range of experience and knowledge needed to help the Museum thrive and retain talent. Supervise the Human Resources team, including the Human Resources Operations Manager, Recruiting Specialist, and the Finance/HR Coordinator. Drive best practices in compensation and benefits efforts; ensure compliance with all applicable city, state, and federal laws and policies. Support the Compensation Committee of the Board of Trustees, providing information and comparative data as needed for compensation decisions. Manage annual employee performance appraisal process, collaborating with supervisors to build performance management skills, instill high motivation and engagement levels, and achieve equitable management practices. Develop training for supervisors to optimize their teams and responsibly manage leaves of absence, accommodations, and personnel challenges. Oversee HR vendor relationships for execution by the HR team. Drive talent acquisition and recruiting functions; partner with vendors to ensure that state and federal employment laws, policies and procedures create innovative recruitment and retention strategies to ensure long-term employee engagement. Develop Human Resources management policy and programs that contribute to the acquisition, retention, motivation, and development of Museum employees. Manage the HR department budget, provide for effective management of resources, and continually look to develop and implement cost-saving measures which contribute to the Museum's financial success. Work collaboratively with Finance by providing accurate time and expense information on a weekly basis so that Finance may accurately execute payroll. Proactively seek knowledge expertise in the HR field, as well as general museum trends and practices. Act as primary liaison with outside legal counsel on HR matters. Performs other duties as assigned. Requirements Required Bachelor's degree and 12+ years' HR experience. Proven HR management experience. Non-profit HR experience. Direct proven experience and success in all functional areas of Human Resources. Knowledge of all federal, state, and local policies relevant to human resources functions. Expertise in Google Workspace and HRIS. Highly proficient in Microsoft Excel. Strong attention to detail. Flexibility and multitasking, ability to undertake several tasks simultaneously and manage them effectively. Proven ability both to think strategically and to execute on specific projects and initiatives. Excellent written and verbal communication skills, confident and effective in explaining concepts and situations to employees at all levels including Board members. Ability to maintain high degree of confidentiality, professionalism, poise, tact, and diplomacy to accomplish work objectives. Builds strong and successful relationships, effectively supporting and influencing colleagues, managers, and members of senior leadership. Problem solving, the ability to identify root cause, realize, and implement solutions. Demonstrates vision, passion, commitment, and integrity, transparency, taking responsibility and building trust. A strong team player with a positive attitude and ability to absorb and learn quickly; willing to go the extra mile. Commitment to advancing the ISGM's strategic initiatives and core values. Legal authorization to work in the United States. Satisfactory background check. Desirable Museum or cultural sector experience. Experience with Paylocity. SPHR or SHRM-SCP certification. Equal Opportunity Employer The Museum is committed to affording equal opportunity to qualified individuals regardless of race, color, religion, age (40 or older), disability, national origin, sex, gender identity, sexual orientation, genetic information, pregnancy, childbirth or related conditions, ancestry, or status as a veteran. Consistent with our core values and our founder's legacy, the Museum is dedicated to building a work community that fosters collaboration, excellence, belonging, and a diversity of perspectives and experience. Request an Accommodation Applicants with disabilities who are unable to access ISGM's online application system fully may contact us at *********** for assistance with a reasonable accommodation. Salary Description $125,000-$145,000 depending on experience