Human Resources Business Partner jobs at ICU Medical - 826 jobs

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

More Lives, Better Lived As the largest and leading value-based kidney care company, Somatus is empowering patients across the country living with chronic kidney disease to experience more days out of the hospital and healthier at home. It takes a village of passionate and tenacious innovators to revolutionize an industry and support individuals living with a chronic disease to fulfill our purpose of creating More Lives, Better Lived. Does this sound like you? Showing Up Somatus Strong We foster an inclusive work environment that promotes collaboration and innovation at every level. Our values bring our mission to life and serve as the DNA for every decision we make: · Authenticity: We believe in real dialogue. In any interaction, with patients, partners, vendors, or our teammates, we are true to who we are, say what we mean, and mean what we say. · Collaboration: We appreciate what every person at Somatus brings to the table and believe that together we can do and achieve more. · Empowerment: We make sure every voice gets heard and all ideas are considered, especially when it comes to our patients' lives or our partners' best interests. · Innovation: We relentlessly look for ways to improve upon the status quo to continuously deliver new solutions. · Tenacity: We see challenges as opportunities for growth and improvement - especially when new solutions will make a difference for our patients and partners. Showing Up for You We offer more than 25 Health, Growth, and Wealth Work Perks to help teammates learn, grow, and be the best version of themselves, including: · Subsidized, personal healthcare coverage (medical, dental vision) · Flexible PTO · Professional Development, CEU, and Tuition Reimbursement · Curated Wellness Benefits supporting teammates physical and mental well-being · Community engagement opportunities · And more! The HRBP will be responsible for implementing proactive talent strategies that align with organizational objectives and support a workforce composed largely of medical staff, including nurse practitioners, nurses, dietitians, pharmacists, social workers, patient health advocates, and physicians. This role focuses on optimizing workforce outcomes through data-driven decision-making and fostering an environment of accountability, engagement, and measurable success. The HRBP will work closely with the COO and other to drive a high-performance, and continuous development-based culture This role requires a on a hybrid schedule to our office in Mclean VA. Strategic Talent Planning: Drive the development and execution of a comprehensive talent strategy that aligns with organizational goals. Collaborate with leaders to identify and maximize talent opportunities, ensuring a proactive approach to workforce planning, performance management, career development, and succession planning. Serve as a strategic advisor to leaders, aligning talent strategies with both immediate and long-term business needs. Metrics-Driven Insights: Deliver comprehensive, data-driven analysis directly to leadership, driving informed decision-making that advances talent strategy and aligns with broader organizational objectives. Collaborate with the People Operations team to analyze workforce data, identify trends, assess potential risks, and uncover opportunities for improvement that align with the organization's talent strategy. Develop actionable recommendations and insights that optimize People Operations' reporting capabilities, enabling the creation of dashboards that track key performance indicators (KPIs), such as employee engagement, turnover rates, and other metrics vital to business outcomes. Employee Relations & Compliance: Collaborate with Employee Relations to ensure prompt, respectful, and legally compliant resolutions of employee relations matters, maintaining accurate documentation throughout the process. Work closely with legal and compliance teams to maintain adherence to federal, state, and local regulations. Performance Management: Guide managers through performance management processes, with a focus on achieving measurable outcomes and facilitating career development. Partner with leadership to drive a high-performance culture by emphasizing KPIs and coaching managers on effective feedback delivery and developmental strategies. Organizational Development: Identify and address barriers to team effectiveness, proposing solutions that foster a culture of continuous learning, high performance, collaboration, and accountability. Collaborate with leaders to design and implement development programs that enhance professional growth and contribute to improved patient outcomes driven by the healthcare teams. HR Process Management: Serve as a key partner to People Operations, acting as the face of core HR process rollouts, such as performance management, merit planning, compensation and benefits. Partner with People Operations to enhance core HR processes through clear metrics and continuous evaluation. Change Management: Guide leaders through change management initiatives, supporting effective communication strategies, employee engagement, and team alignment. Ensure change efforts align clearly with strategic goals and contribute to a positive organizational culture. Collaboration with Talent Acquisition: Work closely with Talent Acquisition to ensure that roles needed to achieve strategic goals are clearly defined and aligned with career architecture, business needs, and industry standards. Ensure clarity and consistency across teams through well-defined job descriptions. Required Skills and Experience: Bachelor's degree in Human Resources, Business Administration, or related field; HR certification preferred. Minimum of 7-10 years of HR experience, with a background in healthcare settings preferred, particularly in supporting clinical teams. Demonstrated success in implementing talent strategies that yield measurable results. Strong analytical skills, with the ability to translate data into actionable insights. In-depth knowledge of employment laws, with expertise in compliance within healthcare environments. Exceptional interpersonal, communication, and problem-solving skills, with a commitment to fostering a culture of trust and accountability. Ability to work independently as well as collaboratively, with a focus on strategic HR partnerships. Knowledge, Skills, and Abilities: Expertise in implementing proactive talent strategies in healthcare settings, with an emphasis on metrics, compliance, and employee engagement. Proven ability to build relationships with leaders, foster a high-performance culture, and drive continuous improvement. Strong analytical skills to inform strategic decisions and optimize workforce performance.

ASSOCIATE DIRECTOR OF HR TECHNOLOGY page is loaded## ASSOCIATE DIRECTOR OF HR TECHNOLOGYlocations: 4 Executive Boulevardtime type: Full timeposted on: Posted Todayjob requisition id: JR227341**City/State:**Yonkers, New York**Grant Funded:**No**Department:**HRIS - Workforce Technology**Work Shift:**Day**Work Days:**MON-FRI**Scheduled Hours:**9 AM-5 PM**Scheduled Daily Hours:**7.5 HOURS**Pay Range:**$160,000.00-$200,000.00We are seeking an experienced Associate Director of HR Technology to lead the strategy, governance, and optimization of Workday Analytics and Security. This role will oversee the design and delivery of advanced reporting and analytics solutions, manage security frameworks to safeguard sensitive HR and payroll data, and ensure compliance with audit and privacy standards.This is a strategic and hands-on role for someone who excels in aligning HR technology with business goals, driving adoption of Workday capabilities, and enabling data-driven decision-making across the organization. **Requirements*** Lead Workday Analytics & Security strategy, governance, and compliance.* Deliver advanced reporting & analytics solutions (dashboards, composite reports, Prism, Discovery Boards).* Administer Workday security frameworks, roles, and audit controls.* Partner with HR, IT, Finance, and Audit to design scalable, secure solutions.* Provide leadership and coaching to HR Technology team members.**Skills Needed*** 10-12 years in HR technology, including 4-6 years in Workday HCM.* Strong expertise in Workday Core HCM, Security Administration, and Reporting/Analytics.* Proven experience with Workday security frameworks, governance, and compliance (HIPAA, SOC, SOX).* Background in HR data governance, analytics, and external tools (Tableau, Power BI, Snowflake).* Leadership experience managing HR tech teams, projects, and stakeholders.* Familiarity with Agile methods, Workday implementations, upgrades, and vendor management.Montefiore Medical Center is an equal employment opportunity employer. Montefiore Medical Center will recruit, hire, train, transfer, promote, layoff and discharge associates in all job classifications without regard to their race, color, religion, creed, national origin, alienage or citizenship status, age, gender, actual or presumed disability, history of disability, sexual orientation, gender identity, gender expression, genetic predisposition or carrier status, pregnancy, military status, marital status, or partnership status, or any other characteristic protected by law.### EMPLOYEE BENEFITSAn assortment of insurance products and discount programs through Voluntary Benefits.Check out our comprehensive available to you when you join our outstanding team! #J-18808-Ljbffr

More Lives, Better Lived As the largest and leading value-based kidney care company, Somatus is empowering patients across the country living with chronic kidney disease to experience more days out of the hospital and healthier at home. It takes a village of passionate and tenacious innovators to revolutionize an industry and support individuals living with a chronic disease to fulfill our purpose of creating More Lives, Better Lived. Does this sound like you? Showing Up Somatus Strong We foster an inclusive work environment that promotes collaboration and innovation at every level. Our values bring our mission to life and serve as the DNA for every decision we make: · Authenticity: We believe in real dialogue. In any interaction, with patients, partners, vendors, or our teammates, we are true to who we are, say what we mean, and mean what we say. · Collaboration: We appreciate what every person at Somatus brings to the table and believe that together we can do and achieve more. · Empowerment: We make sure every voice gets heard and all ideas are considered, especially when it comes to our patients' lives or our partners' best interests. · Innovation: We relentlessly look for ways to improve upon the status quo to continuously deliver new solutions. · Tenacity: We see challenges as opportunities for growth and improvement - especially when new solutions will make a difference for our patients and partners. Showing Up for You We offer more than 25 Health, Growth, and Wealth Work Perks to help teammates learn, grow, and be the best version of themselves, including: · Subsidized, personal healthcare coverage (medical, dental vision) · Flexible PTO · Professional Development, CEU, and Tuition Reimbursement · Curated Wellness Benefits supporting teammates physical and mental well-being · Community engagement opportunities · And more! The HRBP will be responsible for implementing proactive talent strategies that align with organizational objectives and support a workforce composed largely of medical staff, including nurse practitioners, nurses, dietitians, pharmacists, social workers, patient health advocates, and physicians. This role focuses on optimizing workforce outcomes through data-driven decision-making and fostering an environment of accountability, engagement, and measurable success. The HRBP will work closely with the COO and other to drive a high-performance, and continuous development-based culture This role requires a on site schedule to our office in Mclean VA. Strategic Talent Planning: Drive the development and execution of a comprehensive talent strategy that aligns with organizational goals. Collaborate with leaders to identify and maximize talent opportunities, ensuring a proactive approach to workforce planning, performance management, career development, and succession planning. Serve as a strategic advisor to leaders, aligning talent strategies with both immediate and long-term business needs. Metrics-Driven Insights: Deliver comprehensive, data-driven analysis directly to leadership, driving informed decision-making that advances talent strategy and aligns with broader organizational objectives. Collaborate with the People Operations team to analyze workforce data, identify trends, assess potential risks, and uncover opportunities for improvement that align with the organization's talent strategy. Develop actionable recommendations and insights that optimize People Operations' reporting capabilities, enabling the creation of dashboards that track key performance indicators (KPIs), such as employee engagement, turnover rates, and other metrics vital to business outcomes. Employee Relations & Compliance: Collaborate with Employee Relations to ensure prompt, respectful, and legally compliant resolutions of employee relations matters, maintaining accurate documentation throughout the process. Work closely with legal and compliance teams to maintain adherence to federal, state, and local regulations. Performance Management: Guide managers through performance management processes, with a focus on achieving measurable outcomes and facilitating career development. Partner with leadership to drive a high-performance culture by emphasizing KPIs and coaching managers on effective feedback delivery and developmental strategies. Organizational Development: Identify and address barriers to team effectiveness, proposing solutions that foster a culture of continuous learning, high performance, collaboration, and accountability. Collaborate with leaders to design and implement development programs that enhance professional growth and contribute to improved patient outcomes driven by the healthcare teams. HR Process Management: Serve as a key partner to People Operations, acting as the face of core HR process rollouts, such as performance management, merit planning, compensation and benefits. Partner with People Operations to enhance core HR processes through clear metrics and continuous evaluation. Change Management: Guide leaders through change management initiatives, supporting effective communication strategies, employee engagement, and team alignment. Ensure change efforts align clearly with strategic goals and contribute to a positive organizational culture. Collaboration with Talent Acquisition: Work closely with Talent Acquisition to ensure that roles needed to achieve strategic goals are clearly defined and aligned with career architecture, business needs, and industry standards. Ensure clarity and consistency across teams through well-defined job descriptions. Required Skills and Experience: Bachelor's degree in Human Resources, Business Administration, or related field; HR certification preferred. Minimum of 7-10 years of HR experience, with a background in healthcare settings preferred, particularly in supporting clinical teams. Demonstrated success in implementing talent strategies that yield measurable results. Strong analytical skills, with the ability to translate data into actionable insights. In-depth knowledge of employment laws, with expertise in compliance within healthcare environments. Exceptional interpersonal, communication, and problem-solving skills, with a commitment to fostering a culture of trust and accountability. Ability to work independently as well as collaboratively, with a focus on strategic HR partnerships. Knowledge, Skills, and Abilities: Expertise in implementing proactive talent strategies in healthcare settings, with an emphasis on metrics, compliance, and employee engagement. Proven ability to build relationships with leaders, foster a high-performance culture, and drive continuous improvement. Strong analytical skills to inform strategic decisions and optimize workforce performance.

mTrade is a financial technology company focused on debt capital markets. Our clients include many of the major financial institutions. Please visit: ************** for additional information. Performance Management: Proficient in helping executives create Key Performance Indicators (KPI's) and other performance management processes for their departments as well as for the overall organization. Regulatory and Compliance Knowledge: The financial services industry operates under intense regulatory scrutiny. This candidate must have a strong ability to keep the organization running with the highest levels of compliance with all regulatory requirements, mitigating risks. Financial Expertise: Understanding the financial mechanics of the business is crucial. The ability to read and interpret P&L statements, manage complex compensation and equity plans, and connect HR initiatives directly to profitability and ROI. Company Benefits Expertise: Understanding of company Benefits working with 3rd party providers to ensure timely decisions and dissemination of information to employees on plan updates. Exceptional Communication: The CHRO serves as a liaison between the CEO, President, executives, and employees. It is imperative that they be an exceptional communicator capable of articulating complex strategies clearly and building trust with diverse stakeholders. Business Acumen: Understands financial/ business facets to deliver talent strategies that serve business goals. Culture Focus: Helps build resilience and cohesion among team members as well as fostering innovation/learning. Change Agent: Manages organizational change for our rapidly scaling company. 10+ years in all areas of Human Resources. Bachelor's degree required in a Human Resources Related field. Master's Degree preferred. #J-18808-Ljbffr

At Gilead, we're creating a healthier world for all people. For more than 35 years, we've tackled diseases such as HIV, viral hepatitis, COVID-19 and cancer - working relentlessly to develop therapies that help improve lives and to ensure access to these therapies across the globe. We continue to fight against the world's biggest health challenges, and our mission requires collaboration, determination and a relentless drive to make a difference. Every member of Gilead's team plays a critical role in the discovery and development of life-changing scientific innovations. Our employees are our greatest asset as we work to achieve our bold ambitions, and we're looking for the next wave of passionate and ambitious people ready to make a direct impact. We believe every employee deserves a great leader. People Leaders are the cornerstone to the employee experience at Gilead and Kite. As a people leader now or in the future, you are the key driver in evolving our culture and creating an environment where every employee feels included, developed and empowered to fulfil their aspirations. Join Gilead and help create possible, together. At Gilead our pursuit of a healthier world for all people has yielded a cure for hepatitis C, revolutionary improvements in HIV treatment and prevention as well as advancements in therapies for viral and inflammatory diseases and certain cancers. We set and achieve bold ambitions in our fight against the world's most devastating diseases, united in our commitment to confronting the largest public health challenges of our day and improving the lives of patients for generations to come. We are seeking a Director, HR Business Partner to partner with the U.S. Commercial organization. The Director will act as a strategic HRBP to Senior Business Leaders and Commercial Vice Presidents adopting a business-focused approach to translate objectives into actionable people plans, emphasizing organizational design, talent management, and capability building. The Director will be a member of the respective business leadership teams and the Global Commercial HRBP team to drive and implement workforce strategies that facilitate business success, promote an inclusive and high-performing culture, and embody Gilead's core behaviors and leadership accountabilities. This role reports to the Executive Director of Human Resources for Gilead U.S. Commercial. This is a hybrid/office based role located in Foster City, California. Specific job responsibilities Directs the planning, development, implementation, administration and budgeting for a portion of a large client group, or a specific geographic area. Challenges are unique and solutions may serve as a precedent for future decisions. Provides support directly to senior management and defines the HR strategy for the client group or groups supported. Advises company management on HR policy and program matters, making or recommending appropriate decisions, which may be significantly complex. Initiates discussions regarding organizational changes and presents each of the HR specialty functional areas (training, compensation, benefits, etc.) when working with management. Within client group, facilitates the management and development of the corporate culture and values, and leads employee and manager engagement initiatives to foster teamwork and enhance employee engagement. Viewed as subject matter expert and maintains contacts with external sources to stay apprised of current trends and new legislative changes. Accomplishes results as an individual contributor or through HR subordinates or specialist employees/CoE. May select, develop and evaluate HR staff to ensure the efficient operation of the function. Develops concepts, techniques, and standards for flawless execution on the delivery of HR services including talent acquisition, performance management, talent reviews, compensation planning, and project management. Develops new applications based on professional principles and theories. Provides analysis and recommendations about the reengineering and optimization of the organizational structure, roles, process and resource allocation, and facilitates change management. Designs, develops and implements communication strategy using various media. Ensures effective communication strategies are in place within the organization and builds two-way communication channels. Proactively questions the decisions of management that impact the long-term direction of the client group. Provides coaching support for site or client group leadership, building skills, knowledge, and competencies to achieve results and make employee-related decisions in a fast changing environment. May be responsible for representing client group or site with labor unions and/or works councils to ensure compliance with relevant labor laws and a favorable climate with employee representative groups. May require strong business knowledge as well as a sophisticated understanding of labor relations and union negotiation rules. Knowledge 12+ years of relevant experience in the HR field and a BA or BS degree, preferably with an emphasis in HR or Business or 10+ years of relevant experience in HR with a master's degree. Works under consultative direction toward long-range goals and objectives. Assignments are self-initiated with very little direct supervision. Excellent verbal, written, and interpersonal communication skills are required. Must possess excellent influencing skills. Requires a thorough knowledge and understanding of Human Resources legislation/employment law, principles, policies, and procedures. Must be able to develop solutions to a wide range of highly complex problems, which require an in depth degree of ingenuity, creativity, and innovativeness. May require experience and ability to manage staff. Must be able to exercise judgment and independently determine and take appropriate action within defined HR policies and procedures. Specific education and experience requirements. People Leader Accountabilities Create Inclusion - knowing the business value of diverse teams, modeling inclusion, and embedding the value of diversity in the way they manage their teams. Develop Talent - understand the skills, experience, aspirations and potential of their employees and coach them on current performance and future potential. They ensure employees are receiving the feedback and insight needed to grow, develop and realize their purpose. Empower Teams - connect the team to the organization by aligning goals, purpose, and organizational objectives, and holding them to account. They provide the support needed to remove barriers and connect their team to the broader ecosystem. The salary range for this position is: $210,375.00 - $272,250.00. Gilead considers a variety of factors when determining base compensation, including experience, qualifications, and geographic location. These considerations mean actual compensation will vary. This position may also be eligible for a discretionary annual bonus, discretionary stock-based long-term incentives (eligibility may vary based on role), paid time off, and a benefits package. Benefits include company-sponsored medical, dental, vision, and life insurance plans*. For additional benefits information, visit: ****************************************************************** * Eligible employees may participate in benefit plans, subject to the terms and conditions of the applicable plans. For jobs in the United States: Gilead Sciences Inc. is committed to providing equal employment opportunities to all employees and applicants for employment, and is dedicated to fostering an inclusive work environment comprised of diverse perspectives, backgrounds, and experiences. Employment decisions regarding recruitment and selection will be made without discrimination based on race, color, religion, national origin, sex, age, sexual orientation, physical or mental disability, genetic information or characteristic, gender identity and expression, veteran status or other non‑job related characteristics or other prohibited grounds specified in applicable federal, state and local laws. In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact ApplicantAccommodations@gilead.com for assistance. For more information about equal employment opportunity protections, please view the ‘Know Your Rights' poster. NOTICE: EMPLOYEE POLYGRAPH PROTECTION ACT YOUR RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT Gilead Sciences will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, (c) consistent with the legal duty to furnish information; or (d) otherwise protected by law. Our environment respects individual differences and recognizes each employee as an integral member of our company. Our workforce reflects these values and celebrates the individuals who make up our growing team. Gilead provides a work environment free of harassment and prohibited conduct. We promote and support individual differences and diversity of thoughts and opinion. For Current Gilead Employees and Contractors: Please apply via the Internal Career Opportunities portal in Workday. Job Requisition ID R0049454 Job Level Director #J-18808-Ljbffr

Healthcare | Union Environment | Mission-Driven Organization Why This Role? This is a high-impact opportunity for a senior HR leader who thrives in both strategic and hands-on work. As Director of Human Resources, you will shape workforce strategy, guide leaders, and ensure strong labor relations, compliance, and talent practices in a complex healthcare environment. This role offers visibility, influence, and the chance to directly support the hospital's mission through thoughtful, people-centered leadership. Position Summary The Human Resources Director provides comprehensive HR leadership and services to hospital departments, administrative leadership, and executive staff. This role oversees talent acquisition, compensation and benefits, employee relations, labor relations, compliance, and HR operations to support the hospital's mission and regulatory obligations. The Director directly supervises Human Resources staff and is responsible for their performance, development, and day-to-day operations. Key Responsibilities: Leadership, Labor Relations & Administration • Lead and develop the HR team; oversee recruitment, engagement, training, and leadership programs • Serve as primary liaison with bargaining units and lead collective bargaining negotiations • Coordinate grievance processes and advise leadership on employee relations and disciplinary actions • Support retention through transparent performance evaluation and compensation programs Recruitment & Workforce Planning • Oversee recruitment processes to ensure compliance with FTE budgets, hospital policies, and EEO standards • Ensure all recruitment documentation is maintained in accordance with regulatory requirements • Partner with leadership to maintain appropriate staffing levels • Manage ATS and HRIS systems Compensation, Benefits & Claims • Oversee competitive, cost-effective compensation and benefits programs • Serve as benefits administrator for health, dental, life, disability, and retirement plans • Collaborate on merit pay programs • Monitor unemployment (IDES) and workers' compensation claims Compliance, HRIS & Records • Ensure compliance with City of Chicago, State, and Federal labor laws; serve as EEO specialist • Maintain current knowledge of Joint Commission, CMS, and other regulatory standards • Oversee maintenance of employee files, including performance evaluations, licenses, certifications, training, and professional development records • Ensure HRIS is accurately maintained and effectively supports HR functions • Develop and implement HR policies and provide management training • Oversee employee recordkeeping in compliance with law and hospital policy Required Experience & Education • Bachelor's degree in Human Resource Management or related field • 10+ years of progressive HR experience with 5+ years of HR supervisory experience • 2+ years of HRIS experience Preferred Qualifications • Master's degree in Human Resource Management or related field • PHR or SPHR certification • 5+ years of HR experience in a healthcare or similarly regulated setting Core Competencies & Professional Expectations • Excellent written and verbal communication; strong presentation skills • Ability to prioritize, multitask, and exercise independent judgment • Calm, professional demeanor during high-pressure or emergency situations • Strong organizational skills and objective reasoning • Commitment to confidentiality, HIPAA compliance, and ethical practice • Proficiency in Microsoft Word, Excel, and PowerPoint • Regular attendance and participation in required trainings and safety programs Compensation & Benefits: • Salary Range: $110,000 - $120,000 • Benefits: St. Bernard Hospital and Health Care Center offers medical benefits, voluntary dental, voluntary vision, and a 403(b) Retirement Savings plan. About St. Bernard Hospital St. Bernard Hospital is a historic safety-net hospital on Chicago's South Side, committed for more than 120 years to providing accessible, high-quality, compassionate care, regardless of a patient's ability to pay. Guided by our values of Compassion, Respect, Stewardship, and Exceptional Care, we serve as a trusted provider, employer, and community partner.

Gilead's mission is to discover, develop, and deliver therapies that will improve the lives of patients with life‑threatening illnesses worldwide. Kite Senior Director, Commercial HRBP The Senior Director, HR Business Partner will support our Global Commercial Organization at Kite. This role will partner with a dynamic, fast‑paced global function of over 500 employees and play a critical role in shaping talent strategies that drive business success. This role reports to the Vice President of Human Resources for Kite Pharma and is based in Santa Monica, CA with a requirement to be on‑site 3-days per week. Key Responsibilities Organizational Development. Partner with clients in planning and implementation of workforce strategies and thoughtful changes in organizational structure or processes to support growth. Drive organizational effectiveness and thoughtful change management. Strategic Advisor. Serve as integrated part of the business, working with and advising leaders to accomplish broader strategic objectives. Partner with cross‑functional leaders to understand how they can better develop and support Kite's operating model and how they might consider realigning organization structures, resource plans, and processes to better align to product team deliverables across pipeline and marketed assets. Talent Acquisition, Assessment and Development. Serve as a strategic business partner with Talent Acquisition, Total Rewards, and Global Mobility to support efforts to attract, develop and retain the best talent. Analyze talent data to recommend solutions to improve performance, retention, engagement, and employee experience. Drive comprehensive talent management, critical capability build, development planning, and key succession planning. Team Effectiveness. Support the build of high‑performing teams through chartering and effectiveness activities. Partner on feedback loops to identify pain points and areas for improvement in ways of working. Assist with clarifying roles and responsibilities as needed. Talent Development, Leadership & Inclusion. Drive leadership and manager capability development. Observe, diagnose, and coach leaders to maximize their impact. Advise leaders on identifying critical roles, pipelining, and developing key talent for future needs and building robust succession plans. Encourage utilization of resources to improve talent and career development. Partner in building and embedding Inclusion & Diversity (I&D) strategies. HR Programs & Services. Partner to ensure seamless delivery of enterprise HR programs to client group. Identify the need for HR programs or strategies to support business goals. Develop and conduct presentations on HR subjects as needed. Basic Qualifications MS/MA and 12+ years of experience in Human Resources OR BS/BA and 14+ years of experience in Human Resources OR High School diploma and 18+ years of experience in Human Resources Preferred Qualifications BS or BA degree, preferably with an emphasis in HR or Business. Master's degree preferred 8+ years of HR business partner experience with in-depth knowledge of HR practices, preferably with some experience in more than one HR function Strong track record of serving as a strategic HR partner for senior executives, HR leaders, and employees at all levels, preferably in life sciences, healthcare or pharma/biotech Strong track record of developing solutions to a wide range of highly complex problems Strong business acumen with the ability to translate business objectives into talent priorities Strong leadership competencies, demonstrating accountability for coaching, developing, progressing and retaining employees while ensuring an inclusive work environment Ability to exercise judgment and independently determine and take appropriate action Excellent active listening skills that encourage employee trust Professional and effective verbal, written, and interpersonal communication skills Strong conflict management and resolution skills Proficient knowledge of employment laws, principles, policies, and procedures Role model for Kite and Gilead core values and People Leader Accountabilities (PLA) People Leader Accountabilities Create Inclusion - knowing the business value of diverse teams, modeling inclusion, and embedding the value of diversity in the way they manage their teams. Develop Talent - understand the skills, experience, aspirations and potential of their employees and coach them on current performance and future potential. They ensure employees are receiving the feedback and insight needed to grow, develop and realize their purpose. Empower Teams - connect the team to the organization by aligning goals, purpose, and organizational objectives, and holding them to account. They provide the support needed to remove barriers and connect their team to the broader ecosystem. #J-18808-Ljbffr

Responsible for the financial pricing and analysis of all governmental and commercial insurance contracts for FMOLHS facilities and all affiliated entities. Works collaboratively with Revenue Cycle, Revenue Management, Business Office, Medical Management and operational departments to ensure the accuracy of payment data, the optimization of reimbursements and the implementation and administration of all managed care contracts. Financial Analyst Function Develops and maintains financial information related to volume, financial performance and profitability for each managed care contract for all FMOLHS affiliated entities. Extracts and analyzes historical data to help direct reimbursement strategies. Responsible for updating and maintaining the Contract Management module of the cost accounting system to ensure accurate financial reporting and analysis of payor data. Works with all FMOLHS affiliated entities and their information systems to identify revenue enhancement opportunities and to quantify the financial impact of changes to contract reimbursements. Facilitates the operational process of managed care contracts by working with internal and external stakeholders to ensure policies and procedures are followed by hospital personnel in a manner that facilitates high quality patient care and accurate reporting. Assists Corporate Director of Payor Relations with contract negotiations for FMOLHS hospital and affiliated entities. Possesses the ability to resolve day-to-day managed care operational issues with contracted payers and serves as a liaison to FMOLHS hospitals and medical staff to provide continuous communication in regards to managed care contracts, plans and products. Responsible for benchmarking payment rates and cost to other hospitals, surgery centers, clinics or health systems. Analyzes and prepares clinical and financial data in requested operational service lines. Serves as the financial analyst in the supporting of partnerships and joint venture arrangements Strives to promote the quality and efficiency of his/her own performance by remaining current with the latest trends in field of expertise through participation in job-relevant seminars and workshops, attendance at professional conferences, and affiliations with national and state professional organizations. Job Requirements 5 years Hospital, Physician Office or Managed Care Experience Bachelor's Degree Strong Math and Logic Skills Reimbursement methodology skills a plus Preferred: EPIC Certifications must be obtained within 12 months of employment. Resolute Professional Billing Reimbursement Contracts and Resolute Hospital Billing Expected Reimbursement Contracts Administration.

Physician Affiliate Group of New York (PAGNY), a tax-exempt organization affiliated with NYC Health + Hospitals, has an opportunity for a Director, Labor and Employee Relations. PAGNY is one of the largest physician groups in New York State and directly employs nearly 4,000 physicians and allied health professionals who serve seven of New York City's public hospitals, numerous public health community-based practices, and the city's Correctional Health Service. The Mission of NYC Health + Hospitals is to extend equally to all New Yorkers, regardless of the ability to pay, comprehensive health services of the highest quality in an atmosphere of humane care, dignity, and respect. Their Values are built on a foundation of social and racial equity and has established the ICARE standards for all staff. NYC Health + Hospitals is the nation's largest municipal health care delivery system in the United States. Dedicated to providing the highest quality health care services to all New Yorkers with compassion, dignity and respect, and regardless of immigration status or ability to pay. The Director, Labor and Employee Relations, will develop and oversee the implementation of effective Labor and Employee Relations strategies and provide solutions, direction, leadership, and expertise in the areas of Employee and Labor Relations for a unionized healthcare organization. The Director will develop programs, practices, and training to promote understanding and compliance with all relevant employment laws and regulations. The Director will establish consistent Labor and Employee Relation practices throughout the organization. The successful candidate will work in collaboration with Legal Counsel. Opportunity Details: Labor Strategy & Negotiation Develop and implement labor relations strategies aligned with organizational goals. Lead negotiations for collective bargaining agreements. Interpret and administer labor contracts and agreements. Compliance & Legal Oversight Ensure compliance with federal, state, and local labor laws. Advise management on legal implications of labor decisions. Represent the organization in arbitration hearings and labor board proceedings. Dispute Resolution & Grievance Management Oversee grievance procedures and resolve employee disputes. Provide counsel on disciplinary actions and contract interpretation. Coordinate responses to Unfair Labor Practice charges. Training & Development Deliver training to managers on labor relations, contract administration, and compliance. Promote understanding of labor policies and procedures across departments. Employee Engagement & Relations Monitor employee satisfaction and engagement. Collaborate with HR and leadership to improve workplace culture and relations. Lead the development and implementation of a variety of qualitative and quantitative measures to track the effectiveness of employee and labor relations processes. Qualifications: Proven experience in Labor and Employee Relations, preferably in a health care setting at a Director Level. Education -Bachelor's Degree in Human Resources or a related field is required. Juris Doctorate or Master's Degree in Human Resources or a related field is preferred. Experience-Minimum 10 years' experience, with at least 5 years in a leadership role. Skills-Strong knowledge of federal, state, and city laws pertaining to employment and labor relations matters. Strong leadership skills, including organization, project management, delegation, problem-solving, communication, change management, and analytical skills. Benefits include: 401(k) Company Contribution (subject to IRS contribution limits). Employees are immediately vested in a 3% company contribution of base earnings. No employee match is required. After one year of service, employees receive an additional 7% company contribution of base earnings. No employee match is required. Generous Annual Paid Time Off (PTO): Vacation and Holiday. Medical, Prescription, and Dental Coverage: Top-tier plans with employee contributions significantly below market rates. Life Insurance and Accidental Death and Dismemberment (AD&D) Coverage: Equal to 3x your salary (up to a maximum of $250,000) provided at no cost to you. Additional employee-paid Voluntary Life and AD&D coverage is available for you and your family. Healthcare and Dependent Care Flexible Spending Accounts (FSAs). Pre-tax employee-paid contributions for commuting expenses. Annual salary for this position is $165,000* - $185,000* *The salary range and/or hourly rate listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. *When determining base salary and/or rate, several factors may be considered as applicable (e.g., location, years of relevant experience, education, credentials, budget, and internal equity).

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process. Chief Human Resources Officer Full Time Dir/Exec KPC CORONA, Corona, CA, US 7 days ago Requisition ID: 1494 Salary Range: $180,000.00 To $281,250.00 Annually Chief Human Resources Officer (CHRO) Location: Corona Department: Human Resources Reports to: Executive Leadership Team SUMMARY The Chief Human Resources Officer (CHRO) serves as the executive leader responsible for designing, executing, and evaluating a comprehensive human capital strategy aligned with the organization's mission, values, and long-term business objectives. This role provides vision and strategic direction across all HR domains, including talent acquisition, workforce planning, labor relations, organizational development, learning and leadership development, total rewards, employee experience, change management, and compliance. The CHRO partners closely with the executive team to drive organizational effectiveness, shape culture, and ensure the workforce is capable, engaged, and aligned with system-wide operational priorities across multiple hospitals in a complex healthcare environment. SUPERVISORY RESPONSIBILITIES Provides executive leadership to HR Directors, Managers, and cross-functional HR teams across multiple facilities. Oversees the full scope of HR operations and is accountable for HR service delivery and outcomes for all employees within the division. DUTIES / RESPONSIBILITIES Strategic Leadership & Organizational Alignment Develop and execute an enterprise-wide HR strategy that supports organizational growth, financial performance, and operational excellence. Advise senior leadership on workforce trends, organizational effectiveness, and leadership needs. Lead change-management initiatives that support organizational transformation, system integration, and continuous improvement. Labor Relations & Workforce Compliance Lead labor relations strategy and serve as the executive authority on all union matters, including negotiations, contract administration, and grievance resolution. Ensure system-wide compliance with employment laws, healthcare regulatory standards, and labor obligations. Talent Management, Succession, and Workforce Planning Establish and drive a comprehensive succession planning and leadership development framework. Direct talent acquisition strategies to meet current and future workforce needs. Oversee workforce planning, skills analysis, talent mobility, and staffing optimization across facilities. Compensation, Benefits & Total Rewards Oversee the development and continual refinement of competitive, equitable, and cost-effective compensation and benefits programs. Ensure total rewards programs support performance, retention, and long-term workforce sustainability. Employee Experience, Culture & Engagement Advance a culture of equity, accountability, and organizational well-being. Champion DEI initiatives, employee engagement strategies, and communication frameworks that strengthen workplace culture. Learning, Development & Performance Optimization Provide executive oversight of training, leadership development, and performance management systems. Implement strategies that increase workforce capability and support the organization's transition toward a learning-centered model. General Executive Responsibilities Maintain strong HRIS oversight and lead HR process optimization through technology. Deliver HR metrics, analytics, and dashboards to inform executive decision‑making. Perform additional executive duties as required. REQUIRED SKILLS / ABILITIES Exceptional written, verbal, and executive-level communication skills. Advanced interpersonal, negotiation, and conflict‑resolution abilities. Strong analytical, organizational, and problem-solving capabilities with excellent attention to detail. Demonstrated success leading HR operations across multi‑site or multi‑hospital environments. Required experience in unionized settings, including negotiation and grievance administration. Deep knowledge of federal, state, and local labor/employment laws and healthcare regulations. Proficiency with HRIS systems, data analytics, and modern HR technology platforms. Strong leadership presence, sound judgment, and high emotional intelligence. EDUCATION & EXPERIENCE Master's degree required in Human Resources, Industrial/Organizational Psychology, Business Administration, Public Administration, or related field. Minimum of 15 years of progressive HR leadership experience, with at least 7 years in senior management roles within healthcare or a similarly complex industry. Experience working in a unionized environment is required; healthcare labor relations strongly preferred. #J-18808-Ljbffr

The Executive Director of Human Resources will lead the development and execution of the company's HR strategy, including the build-out of internal HR infrastructure, benefits, talent acquisition, compliance, compensation, employee relations, performance management, training, and culture development, while also fostering an environment of respect, inclusion, and growth for all employees. This position is responsible for supporting the implementation of all human resources policies, procedures, programs, and systems. This includes, but not limited to, recruitment, on-boarding, employee relations, employee recognition and retention, compensation, benefits, employee records, employee communication, and compliance with regulatory requirements within corporate and the hospital systems. DUTIES AND RESPONSIBILITIES Provides management, oversight, support, and/or execution of day-to-day HR operations to include talent acquisition, employee relations, benefits, compensation, HRIS and compliance for corporate and hospital staff. Ensure that all aspects of the HR team and functions are operating seamlessly and at a pace that meets the organizational demand. Collaborates with key stakeholders across the organization to develop and integrate workforce planning and analysis, talent acquisition, learning and leadership development, performance management, professional development, succession planning, and rewards. Ensures leaders and hiring managers are supported to adequately determine and fulfill staffing needs in a consistent and timely manner. Leads the proper assessment of recruitment trends (internal and external) and refines the Talent Acquisition strategies, processes and systems to meet objectives. Partners with managers across the organization and provides effective support, coaching, and guidance around employee relation issues. Leads complex employee relations issues through to resolution, including full-scale investigations, documentation, and recommendation of appropriate courses of action in compliance with organizational policies and employment law. Consult with legal counsel when needed to actively manage organizational risk. OPERATIONAL Conducts a continuing study of all Human Resources policies, programs, and practices and defines all Human Resources training needs. Explore, identify and utilize software to increase efficiencies and effectiveness of the HR department. Meet with corporate and hospital administrators and staff, to determine priorities and tasks that are needed to achieve desired outcomes. Design, direct and manage a process of organization development that addresses issues such as succession planning, workforce development, key employee retention, organization design, and change management. Keep leadership informed of significant problems that jeopardize the achievement of organizational goals, and those that are not being addressed adequately within the organization. Lead organizational change initiatives by communicating effectively, engaging stakeholders, and mitigating resistance. Support managers and employees through transitions such as mergers, and new system implementations. Bring solutions that address department needs while taking into account the broader implications for the organization both Corporate and Healthcare. BENEFITS ADMINISTRATION & LOA Oversee all aspects of benefit administration and LOA-(leaves) FMLA, leave w/o pay, EAP, ADA, STL, LTL,; medical insurance, enrollment, insurance onboarding and offboarding and other supportive services. Ensures compliance with all existing governmental and labor legal and government reporting requirements including but not limited to: Equal Employment Opportunity (EEO), Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, Occupational Safety and Health Administration (OSHA) Decisions for comprehensive employee benefits plans that are competitive and cost-effective. Oversee the design, selection, negotiation, and administration of employee benefits programs (health, dental, vision, retirement, wellness, leave, etc.). Manage vendor relationships, plan renewals, and the annual enrollment processes. Maintain internal HR website to ensure employees are updated and informed on all HR-related content. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. COMPENSATION & PAYROLL Review and update compensation plan including current benchmarking, staff job descriptions, department equity, market competitiveness, and compensation matrix, ensuring that the organization remains competitive in its compensation practices, which is vital for attracting and retaining top talent. Design and implement compensation structures including salary ranges, bonuses, and benefits pkgs. That align with the organization budget and strategic objectives. Manage compensation and benefits audits, government filings (e.g., 5500s), and reporting requirements. Monitor Payroll and enforce internal controls to prevent errors Oversee internal HRIS system for payroll operations including quarterly updates, integrations, and troubleshooting in coordination with IT, payroll administrator and current payroll system/vendor. Review and approve internal and external payroll reports and tax filings. Ensure proper documentation, timeliness and audit readiness. Manage pre- and post-tax earnings and deductions REQUIREMENTS Requires a BS or BA in Human Resources Management or equivalent in education and work experience. 7-10+years of progressive Human Resources experience in a Corporate environment and Healthcare PHR/SPHR/SHRM-SPHR preferred. 10+ years of progressive HR experience with preferably 5+ years in healthcare. Must have experience in reviewing/negotiating welfare benefits, administration, and plan management. Excellent leadership, analytical, operations, problem solving, and communication skills to maintain effective working relationships internally and externally. Healthcare industry experience preferred and familiarity with Joint Commission, DPH, BHDDH, BSAS, MA and RI state regulations strongly desired. Experience with employee investigations/disciplinary issues. Working knowledge of Microsoft Word, Excel, and Outlook. Experience with HRIS, Time & Attendance, Payroll systems, and Web based application. EDUCATION Bachelor's Degree in Business Management, Human Resources discipline or relevant experience. Master's degree in Human Resources, Public Administration, or related field is preferred. CERTIFICATION, LICENSURE PHR/SPHR/SHRM-SPHR preferred KNOWLEDGE SKILS AND ABILITIES Ability to influence decision makers. Ability to collaborate effectively with individuals at various levels. Ability to think logically and tactically. Possess a core set of ethical values. Possess effective organizational skills and attention to detail, and effective follow-through on responsibilities and requests.

**Candidates must reside in SCAL Market** This senior individual contributor is primarily responsible for serving as a liaison between HR Centers of Excellence and business stakeholders to influence the development and deployment of strategies, programs, policies, and procedures, conducting company human resources support activities, and driving and/or partnering on the development and implementation of organizational change efforts. This position collaborates with HR and business partners to deliver solutions on employee and/or labor relations issues, leads and/or partners on HR investigations based on standard KP or negotiated labor practices, conducts reporting of Company employee information and external benchmarks, and supports and provides consultation to ensure HR compliance. Essential Responsibilities: Practices self-leadership and promotes learning in others by building relationships with cross-functional stakeholders; communicating information and providing advice to drive projects forward; influencing team members within assigned unit; listening and responding to, seeking, and addressing performance feedback; adapting to competing demands and new responsibilities; providing feedback to others, including upward feedback to leadership and mentoring junior team members; creating and executing plans to capitalize on strengths and develop weaknesses; and adapting to and learning from change, difficulties, and feedback. Conducts or oversees business-specific projects by applying deep expertise in subject area; promoting adherence to all procedures and policies; developing work plans to meet business priorities and deadlines; determining and carrying out processes and methodologies; coordinating and delegating resources to accomplish organizational goals; partnering internally and externally to make effective business decisions; solving complex problems; escalating issues or risks as appropriate; monitoring progress and results; recognizing and capitalizing on improvement opportunities; and evaluating recommendations made by others. Serves as first point of contact between HR Centers of Excellence and business stakeholders to influence the development and deployment of strategies, programs, policies, and procedures by partnering with business leaders on strategies and business objectives; assessing HR impact in consideration of changing business strategies; researching and analyzing organizational data and processes to identify trends, root causes, and potential solutions to HR issues; delivering data driven recommendations on HR efforts; coaching and serving as a strategic partner with executive/senior leaders; and aligning and providing solutions in consideration of both HR and business objectives. Conducts company human resources support activities by providing guidance and subject matter expertise to internal and external stakeholders on diverse HR specialties (e.g., equal opportunity/affirmative action, disability management, recruitment and hiring options, compensation, employee benefits, training); identifying and leveraging additional resources and expertise; performing human resources activities; ensuring human resources align with KP standards; and ensuring human resources activities are fully documented. Drives and/or partners on the development and implementation of organizational change efforts by identifying requirements; assessing information to identify solutions to obstacles and mitigating risks; consulting with internal and external stakeholders on change management strategy; providing input in the creation or revision of change management plans; developing communications; communicating regional differences at a national level; and monitoring ongoing impact of organizational changes or efforts on employees. Collaborates with HR and business partners to deliver solutions on employee and/or labor relations issues by providing consultation on employee relations matters (e.g., performance management, employee discipline issues); conducting research and providing advice and assistance on employment related regulations at the State and Federal level; influencing leadership regarding employee relations policies, procedures, and documentation; researching, identifying, and analyzing employee relations concerns; attending arbitration and negotiations; coordinating problem resolution; and escalating issues based on supporting data. Leads and/or partners on HR investigations based on standard KP or negotiated labor practices by coordinating the collection and analysis of quantitative and qualitative data; leading interviews; researching key business issues; identifying potential action steps; creating appropriate documentation; and evaluating and recommending corrective action plans for substantiated allegations. Conducts reporting of Company employee information and external benchmarks by compiling, completing, reviewing, and interpreting reports and analyses; identifying key insights to develop solutions for diverse HR issues; and partnering in the design and implementation of new metrics or reports. Supports and provides consultation to ensure HR compliance by staying abreast of current compliance regulations; providing support and expertise to business partners regarding regulatory changes; and driving the implementation of designated changes. Minimum Qualifications: Minimum three (3) years experience in a leadership role with or without direct reports. Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum eight (8) years experience in human resources or business operations. Additional equivalent work experience in a directly related field may be substituted for the degree requirement. Additional Requirements: Preferred Qualifications: Four (4) years health care experience. Four (4) years experience working cross-functionally across departments, functions, or business lines. Primary Location: California,Pasadena,Walnut Center - Regional Offices Scheduled Weekly Hours: 40 Shift: Day Workdays: Mon, Tue, Wed, Thu, Fri Working Hours Start: 08:00 AM Working Hours End: 05:00 PM Job Schedule: Full-time Job Type: Standard Worker Location: Onsite Employee Status: Regular Employee Group/Union Affiliation: NUE-SCAL-01|NUE|Non Union Employee Job Level: Individual Contributor Department: Regional Offices - Pasadena - Medical Office Admin Services - 0806 Pay Range: $144400 - $186780 / year Kaiser Permanente is committed to pay equity and transparency. The posted pay range is based on possible base salaries for the role and does not include the value of our total rewards package. Actual pay determined at offer will be based on years of relevant work experience, education, certifications, skills and geographic location along with a review of current employees in similar roles to ensure that pay equity is achieved and maintained across Kaiser Permanente. Travel: Yes, 20 % of the Time Kaiser Permanente is an equal opportunity employer committed to fair, respectful, and inclusive workplaces. Applicants will be considered for employment without regard to race, religion, sex, age, national origin, disability, veteran status, or any other protected characteristic or status.

About Progressive Dental Marketing Progressive Dental Marketing helps high-performing dental practices scale through industry-leading marketing, sales training, events, and technology. As we expand our marketing services, SaaS platform, and national events portfolio, we're building a world-class internal team to support that growth. We are looking for a Talent Acquisition Lead to own and scale our hiring engine. This is not a transactional recruiter role. This is a strategic, embedded partner to leadership who will help us build teams across Marketing, Sales, Product, Engineering, Operations, and Events. The Role You will be responsible for end-to-end recruiting across the organization, including: Marketing & Creative Sales & Revenue Operations SaaS / Product / Engineering Operations, Finance, and Leadership Events & Production Teams You will partner closely with department heads to forecast hiring needs, define roles, attract top-tier talent, and continuously raise the talent bar at Progressive Dental. Key Responsibilities Talent Strategy & Workforce Planning Partner with leadership to forecast hiring needs tied to growth plans, product launches, and event expansion. Help define org structure, role scopes, and leveling frameworks. Advise leadership on market compensation, role design, and hiring strategy. Recruit across a wide range of roles: marketing, paid media, creative, sales, operations, tech, and leadership. Sourcing & Talent Pipeline Build proactive talent pipelines using LinkedIn, referrals, communities, and outbound sourcing. Develop and maintain bench strength for critical roles. Create a repeatable sourcing engine rather than reactive hiring. Hiring Process & Quality Bar Design and run structured interview processes. Train hiring managers on interviewing and selection. Ensure consistent evaluation standards and high hiring quality. Employer Brand & Candidate Experience Help position Progressive Dental as a destination workplace. Create strong candidate experiences from first touch to offer. Partner with marketing to improve careers page, job postings, and employer branding. Systems & Process Build scorecards, interview templates, and hiring playbooks. Track metrics: time-to-fill, quality of hire, source performance, offer acceptance rate. What Success Looks Like Hiring is predictable, fast, and high quality Leadership trusts recruiting as a strategic function, not a bottleneck You've built deep pipelines for key recurring roles (PPC, SEO, AMs, Sales, Product, Tech, Events) Time-to-fill is down, quality-of-hire is up Progressive Dental has a strong reputation in the market as a great place to work Experience 3-7+ years in internal recruiting or talent acquisition (agency + in-house is great) Experience hiring across marketing, sales, and/or tech roles Comfortable recruiting both individual contributors and leaders Highly organized and process-driven Strong stakeholder management and executive communication skills Data-driven, but also high-EQ and brand-minded Startup / scale-up or high-growth company experience preferred Nice-to-Haves Experience in SaaS, marketing agencies, or fast-growing services companies Experience building recruiting processes from scratch or scaling them Familiarity with ATS systems, structured interviews, and hiring scorecards

We are seeking a strategic, hands-on IT Business Partner to support and advance the technology needs of Femwell's Ancillary Services division, which includes outpatient Imaging Centers, Maternal Fetal Medicine (MFM) clinics, a pathology laboratory (MediPath), and other specialty care centers. While the primary focus of this role will be on Imaging and MFM, the IT Business Partner will also provide cross-functional support to the full Ancillaries portfolio. This individual will act as a liaison between the Ancillaries operations teams and the Corporate IT department, working closely with office managers at key sites and operational leaders across departments to triage issues, identify root causes, and drive improvements to systems and workflows. This role requires strong communication, problem-solving, and leadership skills, as well as deep familiarity with healthcare IT systems. Essential Job Functions Technology Strategy & Leadership • Collaborate with Ancillaries leadership and Corporate IT to develop and execute IT strategies aligned with business goals. • Support technology planning for new site launches, system upgrades, and service line integrations. • Serve as a strategic partner and advisor to department heads, clinical leadership, and office management teams. Systems & Infrastructure Oversight • Manage and support core systems including PACS/RIS, Maternal Fetal Medicine platforms such as AS Software, EHR/EMR integrations, laboratory information systems (LIS), imaging modalities, and telecommunications. • Ensure seamless interoperability between ancillary systems and referring practices. • Oversee physician-facing technologies including diagnostic viewing systems, image/report delivery tools, and portals. • Work collaboratively with ancillary site-level IT staff while aligning initiatives with Corporate IT standards and architecture. Stakeholder Liaison & Process Optimization • Build strong relationships with office managers and operational leads at Imaging, MFM, MediPath, and other ancillary sites. • Triage technical and workflow-related issues, facilitate root cause analysis, and coordinate cross-functional solutions. • Identify and implement system enhancements to improve efficiency, data accuracy, and clinical operations. Cybersecurity & Compliance • Ensure HIPAA and HITECH compliance across all ancillary IT environments. • Partner with Corporate IT on security protocols, backup, disaster recovery, and data protection strategies. IT Operations & Support • Provide support and oversight for local IT resources, help desk operations, and third-party vendors serving ancillary locations. • Monitor technology performance, escalate unresolved issues, and guide adoption of IT best practices across sites. • Facilitate training and communication with non-technical end users Other Essential Tasks/Responsibilities/Abilities Must be consistent with Femwell's core values. Excellent verbal and written communication skills. Professional and tactful interpersonal skills with the ability to interact with a variety of personalities. Excellent organizational skills and attention to detail. Excellent time management skills with proven ability to meet deadlines and work under pressure. Ability to manage and prioritize multiple projects and tasks efficiently. Must demonstrate commitment to high professional ethical standards and a diverse workplace. Must have excellent listening skills. Must have the ability to maintain reasonably regular, punctual attendance consistent with the ADA, FMLA, and other federal, state, and local standards and organization attendance policies and procedures. Must maintain compliance with all personnel policies and procedures. Must be self-disciplined, organized, and able to effectively coordinate and collaborate with team members. Extremely proficient with Microsoft Office Suite or related software; as well as Excel, PPT, Internet, Cloud, Forums, Google, and other business tools required for this position. Education, Experience, Skills, and Requirements • Bachelor's degree in Information Technology, Computer Science, Health Informatics, or a related field. • Advanced degree or professional certifications (e.g., CPHIMS, PMP, CompTIA) preferred. Experience: • 3+ years of IT leadership or healthcare IT experience, preferably in outpatient or multispecialty clinical environments. • Direct experience with PACS, RIS, HL7, EHR/EMR integration, and MFM platforms such as AS Software. • Familiarity with imaging modalities (ultrasound, mammography, X-ray, MRI) and LIS systems. • Strong understanding of HIPAA, HITECH, and cybersecurity in clinical healthcare settings. Skills: • Exceptional communication and stakeholder management skills. • Proven ability to triage complex issues, lead root cause investigations, and optimize clinical workflows. • Technically proficient with strong problem-solving, vendor management, and project coordination skills. • Able to bridge the gap between clinical operations and technical infrastructure. Preferred Experience: • Experience supporting women's health or OB/GYN-focused practices. • Implementation of new outpatient or diagnostic center technologies. • Experience with cloud-based imaging, remote access solutions, or distributed multisite infrastructures.

About Monroe Ambulance For nearly 50 years, Monroe Ambulance has served our community with Quality, Compassion, and Integrity-values that define not only how we care for our patients, but also how we care for our people. As a second-generation, family-led organization, we are deeply committed to being an employer of choice, fostering an environment where every employee feels known, valued, and supported to do their best work. The Opportunity We are seeking a VP of Human Resources who leads with strategic clarity and a deep commitment to people and purpose. This is not a traditional HR role-it is a leadership calling for someone who believes that culture, trust, and growth are the true competitive advantages of a great organization. Brings both vision and heart to organizational development. Builds trust across diverse teams through authenticity, consistency, and empathy. Thrives in a dynamic, mission-driven environment where compassion and accountability coexist. Acts as a culture catalyst, nurturing belonging, adaptability, and excellence through times of growth and change. If you see HR as the art and science of helping people thrive within a shared purpose-this is your moment to make an impact. Position Summary The VP of Human Resources serves as a strategic partner and cultural architect within the Senior Leadership Team, responsible for advancing a workplace where people feel inspired, supported, and connected to our mission. This leader will design and execute people strategies that attract, develop, and retain exceptional talent-aligning every HR practice with Monroe's enduring purpose: to deliver outstanding care through exceptional people. Key Responsibilities Partner with the CEO and leadership team to shape a long-term people strategy rooted in trust, growth, and alignment. Champion a 'People First' culture where employees experience belonging, development, and clarity of purpose. Design and sustain leadership development, coaching, and succession programs that strengthen the organization's bench for the future. Use data and insights to enhance engagement, retention, and performance across the enterprise. Lead talent acquisition, benefits, and total rewards programs that reflect Monroe's commitment to both excellence and empathy. Guide organizational design, communication, and change management efforts that foster transparency and alignment. Ensure compliance with employment law while maintaining compassion and fairness in all decisions. Designs and delivers organization-wide communication plans that foster engagement and trust, adapting to various audiences. Drives organizational success by influencing key stakeholders, aligning people strategies with business goals, and cultivating a workplace culture that inspires excellence. Requirements What You Bring Bachelor's degree in Human Resources, Business Administration, or a related field (Master's preferred). 7-10 years of progressive HR leadership experience, ideally including executive-level responsibility. Demonstrated success leading cultural transformation and advancing employee engagement initiatives. Leads with courage by initiating and navigating complex, high-stakes conversations with executive leadership, addressing sensitive issues through thoughtful questioning and creating alignment with clarity, empathy, and integrity. Strong emotional intelligence, curiosity, and the ability to navigate complexity with calm and clarity. A balance of strategic vision and hands-on leadership-comfortable both in the boardroom and in the field. A deep alignment with Monroe's core values of Quality, Compassion, and Integrity. Physical Demands and Work Environment While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl; and talk or hear. The employee may be required to lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus. Why Monroe Comprehensive health, dental, and vision options (including 100% company-paid HDHP plan). 401(k) with company match. Generous paid time off and holidays. A leadership culture grounded in trust, purpose, and service. The compensation range for this position is $120,000-140,000 annually, representing our good faith and reasonable estimate of the potential compensation at the time of posting. Actual compensation will be determined based on various factors, including the candidate's qualifications, experience, and skill set. Monroe Ambulance is an Equal Opportunity Employer and prohibits discrimination based on any protected status. As required by United States law, all qualified applicants will receive consideration for employment without regard to age, color, disability, genetic predisposition or carrier status, national origin, race, religion, sex (including pregnancy, sexual orientation, and gender identity), status as a protected veteran, or as a member of any other protected group or activity under federal, state and local law. We will make reasonable accommodations for employees with disabilities to enable them to perform the essential functions of their position unless doing so poses an undue hardship to the company or a direct threat to health or safety.

Human Resources Director- Seeking a professional to plan, organize and manage the Agency's Human Resources Department, personnel systems and human relations functions. Supervises the Human Resources Assistant.Essential duties: Oversees recruitment and selection, classification and compensation, personnel records maintenance functions & employee benefits administration; Develops personnel policies and administrative procedures; Maintains up-to-date job classification system and job descriptions; Provides technical support, information, and assistance to the Management Team and CHS Board; Monitors Federal and State legislation on employment matters and ensures compliance; Conducts investigations related to grievances, claims of harassment, discrimination, and related subjects; Facilitates conflict resolution; Participates in disciplinary proceedings and makes recommendations regarding the disciplinary process; Conducts salary and benefit reviews, organizes and analyzes the results and prepares reports and recommendations; Supervises and coordinates benefits administration; Manages employee leaves of absence and Workers' Compensation and unemployment claims; Reviews current benefits packages for enhancements and cost cutting measures; Participates in meetings with benefits providers to discuss rates and other changes; Assesses training needs and participates in the preparation of an annual training plan; Participates in developing training programs; Ensures and documents that mandatory training requirements are met; Establishes and ensures proper administration of personnel policies and procedures; Oversees the preparation of Personnel Action Forms for action by the Finance Department and coordinates with Finance on matters of pay and leaves; Supervises and assigns work to Human Resources Assistant; Attends Board meetings and makes presentations; Facilitates the Personnel Committee of the Board; Develops & prepares a Department budget; Maintains confidential personnel records and other human resources files; Participates in selection, supervision, evaluation, and job development of Human Resources Department staff; Implements effective employee evaluation and performance improvements processes; Develops plans and procedures for improving Human Resources Department services; Represents the Human Resources Department with the community, other nonprofits, and other government agencies; Represents Human Resources with Agency staff; Develops and implements an Injury and Illness Prevention Program; Maintains policies and procedures that comply with CARF standards of excellence.Minimum qualifications: Graduation from an accredited four-year college or university, plus five years of progressively more responsible and varied experience in human resources, preferably public personnel, including three years of experience in a supervisory, managerial, or administrative position. A combination of training and experience which would likely provide the required knowledge and abilities may be qualifying.The Human Resources Director must be able to plan, organize, and coordinate the Agency's employment and employee relations functions. Provide supervision, training, and work evaluation for staff. Formulate, implement, and evaluate personnel and human relations systems and procedures. Interpret, explain, apply, and enforce a variety of laws, rules, and regulations. Develop and implement human resources programs. Prepare and manage the department budget. Research, collect, and analyze information related to personnel administration functions. Prepare a variety of reports and presentations. Effectively represent the Agency's Human Relations Department with a variety of individuals, community organizations, and other governmental agencies. Establish and maintain cooperative working relationships.Salary $112,268 - $136,462 a year D.O.E. Additional 5% if bilingual (Spanish). Generous benefits package including dental and vision coverage. AA/EOE.****************** E04JI8000gud408ii0l

We want change makers! Come join Bridgeway and make a difference! Bridgeway is seeking a dynamic Vice President of Human Resources who is ready to partner with us to advance our organization successfully into the future. The Vice President of Human Resources (VP of HR) provides strategic leadership and direction for all human resource functions across the organization. This role ensures that HR practices support the agency's mission, comply with all applicable laws and regulations, and promote a culture of equity, accountability, and employee engagement. The VP of HR oversees talent acquisition, employee relations, compliance, compensation, benefits, performance management, and organizational development. This position works closely with the executive leadership team to drive workforce strategy in a human-services environment where compassion, service excellence, and regulatory compliance are essential. Essential Duties/Responsibilities Strategic Leadership Develop and implement HR strategies that align with the organization's mission and long-term goals. Serve as a trusted advisor to the CEO and executive team on workforce planning, culture, and organizational effectiveness. Lead initiatives to strengthen diversity, equity, inclusion, and belonging across all levels of the organization. Assess organizational needs and recommend improvements to HR systems, structures, and processes. HR Team Leadership Structure the HR Department to advance Bridgeway's mission, ensuring HR department roles align with organizational goals. Supervise and mentor the HR team, providing guidance, training, and professional development. Promote a collaborative, high-performance HR department with clear service standards. Talent Acquisition & Workforce Planning Oversee recruitment, onboarding, and retention strategies for clinical, administrative, and program staff. Ensure staffing plans support client needs, funding requirements, and operational efficiency. Build partnerships with community organizations, universities, and workforce pipelines. Employee Relations & Culture Foster a positive, mission-driven work environment rooted in respect, teamwork, and service. Lead employee relations, conflict resolution, investigations, and corrective action with transparency and consistency. Develop communication strategies that support employee engagement and organizational alignment. Compliance & Risk Management Ensure compliance with federal, state, and local employment laws, including labor regulations, credentialing, and nonprofit-specific requirements. Maintain policies and procedures that support regulatory compliance, accreditation standards, and best practices. Oversee HR audit processes, licensure/credential tracking, and risk-mitigation initiatives. Compensation, Benefits & HR Operations Oversee compensation structure, salary administration, and job classification to ensure equity and competitiveness. Manage benefits programs, open enrollment, and vendor relationships. Ensure accurate and timely HRIS data management, payroll coordination, and reporting. Performance & Organizational Development Lead the performance management process, including goal setting, coaching, evaluations, and professional development. Implement leadership development, supervisory training, and workforce learning programs tailored to the human-services environment. Support succession planning for key roles within the organization. Competency Requirements Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required. Master's degree preferred. 10+ years of progressively responsible HR experience, including at least 5 years in HR leadership. Experience in a human services, healthcare, or non-profit environment strongly preferred. SHRM- SCP or SPHR certification highly desirable. Proficiency with HRIS platforms and data reporting. Exceptional communication, strategic thinking, and change management skills. A combination of competency requirements that meets these qualifications will be considered. Employment with Bridgeway is conditional upon completion of all background checks. Bridgeway is an Equal Opportunity Employer It is the objective of Bridgeway to make Equal Employment Opportunity (EEO) a reality for all employees and qualified applicants without regard to sex, sexual orientation, national origin, ancestry, age, race, religion, marital status, physical or mental disability or unfavorable discharge from military services and to prevent sexual harassment in employment.

*** Pay is Negotiable*** Culture at Messiah Lifeways At Messiah Lifeways, culture is more than an initiative-it's our everyday way of being. We believe that people flourish where they feel respected, trusted, and inspired. The Vice President of Human Resources will play a pivotal role in fostering and sustaining a culture where team members feel deeply supported, residents feel genuinely known, and the mission of service is shared across our community. Rooted in a legacy that began in 1896 when the Brethren in Christ Church founded Messiah Home to serve older adults with Christ-like love, Messiah Lifeways has grown into a vibrant, mission-driven network serving adults 55+. Today, we continue to thrive through the work of leaders who cultivate belonging, champion collaboration, and guide our teams with purpose and integrity. Role Summary The Vice President of Human Resources (VP of HR) serves as the chief Human Resources officer for Messiah Lifeways and its subsidiaries. This executive role provides strategic oversight of all HR functions, ensures corporate compliance, and fosters a culture of teamwork, engagement, and accountability. The VP of HR develops and implements HR strategies in alignment with organizational goals, manages budgets, drives performance improvement, and promotes team member satisfaction. This leader works closely with the President & CEO, senior leadership team, and Board of Directors to coordinate efforts across the organization and advance Messiah Lifeways' mission and strategic vision within the senior living industry. Who We Are Looking For A strategic, mission-driven leader with exceptional communication and interpersonal skills and personal integrity, who can represent Messiah Lifeways positively and professionally Someone dedicated to Messiah Lifeways' mission, core values, and operating culture, with an understanding of the beliefs and practices of the Brethren in Christ Church Proven ability to recruit, retain, and lead high-performing teams while fostering engagement, accountability, and belonging Recognizes the importance of team member engagement and organizational culture Skilled at coaching, mentoring, and developing team members at all levels Committed to ongoing education and professional development for themselves and their team Comfortable working in an environment that prioritizes accountability for outcomes Experienced in developing and implementing innovative solutions to achieve organizational goals Proficient in budgeting, financial analysis, and operational oversight Holds self and others accountable for performance while delivering exemplary customer service Effective in high-functioning, dynamic team settings, with experience in risk management Knowledgeable about the needs of older adults and the senior living environment Strong organizational and multitasking skills, with excellent problem-solving abilities Experienced in project management, performance improvement, operational initiatives, customer service, and budget planning Superior written and verbal communication skills, capable of engaging board members, residents, clients, families, team members, external partners, and the public Job Duties & Responsibilities Executive Support & Strategic Planning Provide executive support to the President & CEO, Board of Directors, and Executive Team related to the HR programs of Messiah Lifeways and its subsidiaries Write, implement, and monitor plans for HR and corporate compliance for the organization in consultation with the President, senior officers, and others Actively engage with the President & CEO, senior officers, and others regularly (individually, in teams, and in meetings) to advance team development, project management, information sharing, decision-making, budget development, and long-range planning HR Programs & Staff Development Create and implement programs and systems to meet HR and quality improvement goals such as reducing team member turnover, increasing team member satisfaction, maintaining a safe workplace, developing leadership skills, organizational effectiveness, information services, and transformation to brand/culture that is person-centered and community-minded Oversee recruitment, selection, orientation, development, review, and discipline of team members for the entire organization Oversee the creation and implementation of a comprehensive staff development plan, including effective leadership/supervisory training for all levels of supervision Create, develop, lead, and evaluate direct supervisees to ensure the right persons are in the right positions doing the right processes Benefits & Retirement Oversight Serve as the Chair of the Team Member Benefit Committee and oversee the efforts related to developing, maintaining, evaluating, and negotiating a robust benefits package Administer retirement plans and investment performance, serving as plan administrator Quality Improvement & Compliance Oversee quality improvement initiatives related to satisfaction, risk management, and organizational development methods Ensure compliance with local, state, and federal regulations and accrediting agencies related to human resources, quality improvement, staff development, and corporate compliance Keep up to date with current trends and practices in HR, staff development, and corporate compliance Assure that all HR and corporate compliance programs and activities are consistent with the mission and brand of Messiah Lifeways and presented with a high level of quality and accuracy Communication & Culture Oversee the design, content, production, and distribution of communication activities related to HR and corporate compliance, both hard copy and electronic Responsible for administration and evaluation of programs and activities related to brand alignment of the internal culture of Messiah Lifeways and its subsidiaries Provide necessary leadership and oversight to initiatives focused on excellent programming and financial stewardship to grow and develop community-based programming in support of the mission Serve as an ambassador of Messiah Lifeways and represent the organization at appropriate public events on and off campus Department & Budget Oversight Supervise the HR and Corporate Compliance department(s) including hiring, training, reviewing departmental policies, planning and preparing, and monitoring department budgets Oversee and help coordinate the work and budgets of outside consultants related to the development and implementation of HR and staff development programs Review, file, and renew contracts and agreements with consultants, vendors, and external partners, ensuring they are in the best interest of Messiah Lifeways and reviewed by at least one other senior officer Responsible for regular and effective written reports on functional area performance for the President & CEO, Executive Team, Board of Directors, and others Operational Responsibilities Maintain confidentiality regarding resident, client, team member, and donor information, as well as other organizational information Work cooperatively with applicants, the general public, donors, residents, clients, families, and team members Follow emergency procedures and respond rapidly to emergencies ensuring safety of residents, team members, and guests Promote safe work practices to maintain a safe working environment Complete other duties as assigned by the President & CEO Education & Experience Prefer at least 10 years of experience in HR, social work, or closely related field Minimum of 15 years of progressive leadership positions in senior management roles in senior living, hospitality, health care, or other related organizations Graduate of a post-secondary education program in business, hospitality, health care, administration, or another relevant program Demonstrated experience in a service-related business and a commitment to service excellence Experience driving financial results Experience managing operational issues Core Competencies Messiah Lifeways Operating Culture - embraces Core Values, Operating Standards, and Business Ministry Model Building Great Teams - recruits and retains team members, assures team health, engages in group decision-making, develops trusted external networks Management & Budgeting - ensures compliance, documents plans and goals, develops and monitors budgets, manages multiple projects to completion on time and budget Communications - exercises excellent meeting management, ensures effective communication for residents, clients, family members, and team members Technology Skills - proficiency in Microsoft Office Suite/Google Suite, data management, and web research for work-related information Why You'll Thrive at Messiah Lifeways Join a mission-driven organization with a culture of care and belonging Lead HR strategy and culture across the organization Work in a collaborative, supportive, and mission-aligned environment Comprehensive benefits: health, dental, vision, PTO, retirement with match, wellness programs, tuition assistance, and more Make a meaningful impact on team members, residents, and the broader community Equal Opportunity Employer Messiah Lifeways recruits and hires qualified candidates without regard to race, religion, sex, sexual orientation, gender identity, age, national origin, ancestry, citizenship, disability, or veteran status.