Human Resources Manager jobs at Medline

Become a HR Business Partner with Agape Care Group! Do you thrive on building partnerships, solving problems, and helping leaders bring out the best in their teams? We are looking for a Human Resources Business Partner (HRBP) who is committed to supporting our employees and leaders with professionalism, compassion, and a strong strategic mindset. As an HRBP, you will partner closely with assigned business units to align people strategies with operational goals, provide guidance on complex employee relations matters, and help foster a positive, productive, and compliant work environment. In this role, you will advise leaders on performance management, workforce planning, development opportunities, and organizational effectiveness. You will also interpret policies, support employment actions such as promotions and transfers, analyze HR trends and metrics, and lead thorough and objective investigations. Your partnership will be key in building morale, strengthening engagement, and supporting retention across the organization. You will ensure all HR practices meet legal and regulatory requirements while maintaining a strong understanding of the business unit's goals, culture, and future workforce needs. You may also identify training needs, collaborate with Learning & Development, and help evaluate the effectiveness of programs and initiatives. And just like all of our team members, our HR Business Partners have access to Agape Care's supportive leadership team, professional development resources, and meaningful opportunities for growth and advancement. Key Responsibilities Conducts regular meetings with assigned business units to understand talent needs, workforce trends, and operational challenges. Provides strategic HR consultation and coaching to leaders on organizational development, performance management, employee relations, and talent strategies. Analyzes HR metrics and trends to recommend proactive solutions, programs, and policies that support business goals. Manages and resolves complex employee relations matters; conducts impartial, thorough investigations and provides clear recommendations. Maintains expert knowledge of federal and state employment laws and organizational policy requirements; partners with Legal as needed to mitigate risk and ensure compliance. Guides leaders through performance management activities including coaching, corrective actions, career development planning, and recognition strategies. Supports cultural and organizational effectiveness by fostering strong employee relationships, improving morale, and driving retention initiatives. Provides interpretation of HR policies, ensuring consistency and fairness across the business. Develops offer terms and supports employment actions including new hires, promotions, and internal transfers. Contributes to workforce planning, restructuring efforts, and succession planning to ensure long-term organizational readiness. Identifies training needs within assigned units and partners with Learning & Development to implement aligned solutions; monitors and evaluates training effectiveness. Supports international assignment processes when applicable. Performs additional related duties as required. We're Offering Even More Great Benefits When You Join Our Team! Tuition Reimbursement Immediate Access to Paid Time Off Employee Referral Program Bonus Eligibility Matching 401K Annual Merit Increases Years of Service Award Bonuses Pet Insurance Financial and Legal Assistance Program Mental Health and Counseling Programs Dental and Orthodontic Coverage Vision Insurance Health Care with Low Premiums $500 Matching Health Savings Account Short-term and Long-term Disability Fertility Assistance Program About Agape Care Group A leading hospice, palliative, and pediatric comfort care provider in the Southeast, Agape Care Group is dedicated to serving patients and families with love and delivering the highest quality care. Our network consists of Agape Care South Carolina and Georgia Hospice Care, and at any location within our company, you'll find a career that means something. You'll not only have the opportunity to use your skills to make a real difference, but you'll also be part of an inclusive, respectful work environment filled with peers who have answered the call to care for others. Our Company Mission Agape Care's mission is to serve with love, providing comfort and support through compassionate care and meaningful experiences. For our team members, these aren't empty words. In every interaction, no matter how big or small, we're dedicated to providing a superior experience for patients facing life-limiting illnesses and their families. Qualifications: Required Skills & Competencies Exceptional verbal and written communication skills. Strong interpersonal and relationship-building capabilities with a customer-focused approach. Excellent organizational skills, attention to detail, and the ability to manage multiple priorities. Strong understanding of employment laws, regulations, and HR policies; ability to apply them appropriately and consistently. Ability to understand organizational structure, job architecture, compensation programs, and HR operations. Demonstrated ability to meet deadlines and adapt in a fast-paced environment. Strong analytical and problem-solving skills with sound judgment. Proficient in Microsoft Office Suite and HR systems. Education & Experience Minimum of 8 years of progressive HR experience, including significant experience resolving complex employee relations issues. Broad knowledge of HR disciplines including compensation, organizational development, employee relations, diversity, performance management, and federal/state employment laws. Bachelor's degree in Human Resources Management or related degree required. SHRM-CP or SHRM-SCP certification preferred, or ability to obtain certification within one year of hire. UKG HRIS Software Experience preferred. Appcast Apply Goal Priority: Regular

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.

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. Responsibilities: 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. Exceptional Benefits include: 10% 401K company contribution after one year of service, with 3% company contribution starting day one Choice of a three-tiered, very low cost medical plans starting day one Excellent dental insurance, including orthodontics coverage starting day one Generous paid time off program 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).

Eden Senior Care, founded in 2016, is a growing Healthcare Management company, focused on managing and operating Skilled Nursing, Rehabilitation and Assisted Living communities in Minnesota, Wisconsin, and Ohio. Our mission with each community is to support their success by providing strong leadership, corporate support, and the resources and tools to realize their goals. Eden promotes and encourages the success of each of its employees and values the individual experience of its guests and their families. Position: Regional Director of Human Resources Job Summary: The Regional Director of Human Resources is responsible for the support and management of their local HR representatives in their regional area. Their day-to-day job is instruction, support, and assistance for all HR functions of their local indirect reports, to ensure seamless HR functionality and best practices for an exemplary Human Resource experience for all employees at their facility. Essential Job Functions: Every effort has been made to make your job description as complete as possible. However, it in no way states or implies that these are the only duties you will be required to perform. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or is a logical assignment to the position. Duties, responsibilities, and activities may change at any time with or without notice. Operational: Comprehend the strategic and day-to-day operations to provide consultation on and develop tracking plans and compliance for onboarding, responding to complaints, garnishments, DOL requirements, employee files, compensation and benefits, and other local HR responsibilities. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Acts as an advisor/coach by providing HR expertise and guidance on HR policies, disciplinary matters, and when appropriate on HR-related matters - coaching, counseling, performance management, career development, resource planning, succession planning, employee relations, and employee engagement and retention. Works directly with facilities to assist/support them in carrying out their responsibilities on personnel matters, day-to-day activities, and other HR-related issues, as well as stepping in to help train or other issues as needed. Assist local HRs in HR-related audits by government agencies or third-party auditing firms as needed. Help guide, reeducate, and perform performance reviews or PIPs as needed with HRs in their region - both for employees there and the local HR themselves. Responsible to be the first option for direction, training, or general questions for all local HRs and otherwise be a resource for best practices at the local HR level. Onboard, train, support, and reeducate local HRs as needed, and report back to upper management any issues at the local HR level. Tasked with assisting with, planning, and/or managing projects along with eh VP and the Corporate HR team to improve the overall HR experience and streamline or improve current processes. May serve as local HR contact or fill in for facilities without HR on a short-term basis as needed. Travel to facilities to assist, audit, or train on all HR practices as needed. Strategic: Manages and resolves complex employee relations issues. When needed, conducts and/or supports effective, thorough, and objective investigations and escalates to Senior Leadership for the business unit to ensure consistency. Works closely with the Human Resources leadership and employees to improve work relationships, create culture, build morale, and retention. Helps draft and communicate new HR practices, and changes in policy, as well as shaping the future of the HR role and responsibilities for the team - specifically to update current practices for better results and compliance, and to address changes in state, federal, and other regulations. Responsible to help create and implement, train employees and track roll out of new HR processes and procedures as defined by the VP of People Operations and other senior leadership when needed. Helps research new requirements and trends and helps steer the course of the HR role to adapt and adjust to these new or changing objectives. Identifies leadership and behavioral training needs for business, evaluates and monitors these training programs, and tracking plans to ensure success and completion. Reports back to VP and RDO's on issues or concerns at the local HR level and makes recommendations for change and/or performance improvement or termination. Helps determine bigger picture issues for the HR role - at both the local level and globally, and with employees as well to help adjust processes at the local level to streamline the employee experience and reduce turnover where possible. Help guide management on moving the HR roles and responsibilities into new processes or practices in order to ensure the HR role is adapting to the needs of the position as they change. Responsible for improving the level of organization and responsiveness of the HRs to all HR initiatives from the HRs in their region. Step in and help with all HR initiatives at the local level or higher as needed. Other duties as assigned. Supervisory/People Management Responsibilities: This position has no direct supervisory responsibilities. Required Education and Experience: Bachelor's degree in human resources or comparable combination of education and human resources-related experience. PHR/SPHR a plus but not required. 3 to 7 years previous human resources experience solving complex human resources matters. Working knowledge of multiple human resource disciplines with a focus on employee relations, staffing, performance management, and succession planning. Including a solid comprehension of federal and state employment laws. High level of computer skills with high proficiency in MS Suite products. Excellent interpersonal skills both verbal and written. Highly detailed and ability to analyze and interpret results to create effective solutions. Able to work in a fast-paced environment and leverage past experience to make solid decisions for the business. Preferred Education and Experience: PHR or SPHR certification 10 years related experience Physical Demands: While performing the duties of this job, the employee is regularly required to talk and hear. This is largely a sedentary role; however, some filing may be required. This would require the ability to lift files, open filing cabinets, and bent or stand as necessary. Must be able to push, pull, move and/or lift a minimum of 25 pounds to a minimum height of 5 feet and be able to push, pull, move and/or carry such weight with a minimum distance of 50 feet. Travel: Travel will be expected for the employee to go onsite at the facilities to follow up with their local counterparts as required or as the need arises. Working Conditions: This job operates in a home office, and possible in a health care setting. This role requires regular walking to various locations around facilities. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets, and fax machines. This role may also come into contact on occasion with guests who may have contagious illnesses. Position Type and Expected Hours of Work: This position is management of multiple healthcare facilities that are open 24 hours a day 365 days a year. While the majority of the work will be performed in a regular office setting, 8 hours a day, 5 days a week - evening and weekend work as well as holiday, and work during inclement weather may be required. Principal Contacts: Local HR, corporate staff. General Requirements: Must be able to execute the terms and conditions set forth in the Eden Senior Care employee handbook including, but not limited to: Works in a safety-conscious manner which ensures that safe work practices are used in order not to pose a risk to self or others in the workplace. Reports any safety violations or hazards to supervisor. Complies with company policies and procedures and local, state, and federal regulations. Adheres to a Drug-Free Workplace Interacts in a tactful, diplomatic, and humanistic manner with patients, families, visitors, and co-workers to provide a safe, efficient, and therapeutically effective caring environment which ensures the self-respect, personal dignity, rights and physical safety of each patient and facility guest. Maintains a dependable attendance record and adheres to standards of cleanliness, grooming, hygiene, and dress code. Takes positive action to ensure equal opportunity in the conduct of all business activities without regard to race, color, religion, sex/gender, age, national origin, disability, citizenship, veteran status or any other legally protected category.

SMP Health - St. Catherine, inspired by the Sisters of Mary of the Presentation, serves those in our care with respect and compassion as we strive to fulfill the healing mission of Jesus. Our non-profit, Catholic faith based organization features two skilled nursing facilities in the Fargo/Moorhead area. Our St. Catherine 'North' campus (Rosewood on Broadway) and our St. Catherine 'South' campus (Villa Maria) both provide long term care, skilled nursing, and rehab services. Both campuses are VA, Medicare, and Medicaid contract facilities. Role Description HR Business Partner Location: Fargo, ND Schedule: Full-time, Monday through Friday, on-site across both the North and South campuses Reports to: CEO Member of: Organizational Leadership Team About the Role We are seeking an HR Business Partner to join our team and step into a key HR role as our long-serving HR Director prepares for retirement. The retiring Director will remain full time until the new hire begins and will then shift to part-time support to provide hands-on training and ensure a smooth transition. This position's primary focus is recruitment and keeping a strong, steady hiring pipeline in place for both campuses. Because Payroll and Benefits Coordinators handle FMLA, routine HR compliance, benefits administration, onboarding paperwork, and open enrollment, the HR Business Partner can remain focused on attracting and retaining staff, strengthening the candidate and new hire experience, and supporting managers with daily HR needs. As the HR Business Partner becomes familiar with our staff, systems, and operations, the role will also take on broader HR responsibilities including employee relations support, leadership coaching, and contributing to organizational and workforce planning. This position reports directly to the CEO and serves on the Leadership Team, playing an important role in shaping the employee experience across our organization. This is a meaningful opportunity for someone who enjoys relationship-building, problem-solving, and helping leaders build strong teams across two skilled nursing campuses with approximately 400 employees. Key Responsibilities Recruitment and Talent Pipeline Management Manage job postings across hiring platforms and ensure strong applicant flow Review applicants, conduct phone screens, and coordinate interviews Partner with department leaders to understand staffing needs and selection priorities Oversee offers and pre-employment steps Maintain an organized and proactive hiring pipeline Manager Support and HR Operations Serve as a resource to leaders on staffing issues, coaching, and routine HR questions Support retention efforts and strengthen onboarding and engagement Coordinate with Payroll and Benefits Coordinators to ensure smooth onboarding Assist with day-to-day HR operational matters and problem solving Broader HRBP Responsibilities Support employee relations conversations and performance discussions Promote consistent HR practices across both campuses Collaborate on workforce planning and staffing needs Contribute to staff development, training, and retention strategies Provide HR reporting and support data-driven leadership decisions Partner with the CEO on organizational HR priorities Qualifications 3-5 years of experience in HR, recruitment, or a related people-focused field Strong communication and relationship-building skills Sound judgment, professionalism, and confidentiality Organized and able to manage multiple priorities Comfortable supporting managers and staff at all levels Healthcare experience helpful but not required Compensation and Benefits Salary: $75,000 to $90,000, depending on experience (exempt) Medical, dental, and vision insurance HSA and FSA options 401(k) with employer contribution Paid time off Short Term and Long Term Disability Employee Assistance Program Tuition assistance and professional development Employee recognition and wellness programs Why Join Us Mission-driven Catholic healthcare organization Direct mentorship during the onboarding transition Opportunity to support and influence both campuses at a system level Supportive and collaborative leadership environment Meaningful work supporting caregivers who serve older adults How to Apply Submit your resume and a brief note about your interest in the role. Apply online at smphealth.org/stcatherinesouth/careers/ SMP Health - St. Catherine is an Equal Opportunity Employer (EOE). Job Type: Full-time Benefits: 401(k) 401(k) matching AD&D insurance Continuing education credits Dental insurance Disability insurance Employee assistance program Flexible schedule Flexible spending account Health insurance Health savings account Life insurance Loan repayment program Opportunities for advancement Paid orientation Paid sick time Paid time off Paid training Referral program Retirement plan Tuition reimbursement Vision insurance Education: Bachelor's (Required) Experience: Human Resources, employee recruitment, or talent acquisition: 2 years (Required) Ability to Commute: Fargo, ND 58103 (Required) Work Location: In person

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.

Become a HR Business Partner with Agape Care Group! Do you thrive on building partnerships, solving problems, and helping leaders bring out the best in their teams? We are looking for a Human Resources Business Partner (HRBP) who is committed to supporting our employees and leaders with professionalism, compassion, and a strong strategic mindset. As an HRBP, you will partner closely with assigned business units to align people strategies with operational goals, provide guidance on complex employee relations matters, and help foster a positive, productive, and compliant work environment. In this role, you will advise leaders on performance management, workforce planning, development opportunities, and organizational effectiveness. You will also interpret policies, support employment actions such as promotions and transfers, analyze HR trends and metrics, and lead thorough and objective investigations. Your partnership will be key in building morale, strengthening engagement, and supporting retention across the organization. You will ensure all HR practices meet legal and regulatory requirements while maintaining a strong understanding of the business unit's goals, culture, and future workforce needs. You may also identify training needs, collaborate with Learning & Development, and help evaluate the effectiveness of programs and initiatives. And just like all of our team members, our HR Business Partners have access to Agape Care's supportive leadership team, professional development resources, and meaningful opportunities for growth and advancement. Key Responsibilities Conducts regular meetings with assigned business units to understand talent needs, workforce trends, and operational challenges. Provides strategic HR consultation and coaching to leaders on organizational development, performance management, employee relations, and talent strategies. Analyzes HR metrics and trends to recommend proactive solutions, programs, and policies that support business goals. Manages and resolves complex employee relations matters; conducts impartial, thorough investigations and provides clear recommendations. Maintains expert knowledge of federal and state employment laws and organizational policy requirements; partners with Legal as needed to mitigate risk and ensure compliance. Guides leaders through performance management activities including coaching, corrective actions, career development planning, and recognition strategies. Supports cultural and organizational effectiveness by fostering strong employee relationships, improving morale, and driving retention initiatives. Provides interpretation of HR policies, ensuring consistency and fairness across the business. Develops offer terms and supports employment actions including new hires, promotions, and internal transfers. Contributes to workforce planning, restructuring efforts, and succession planning to ensure long-term organizational readiness. Identifies training needs within assigned units and partners with Learning & Development to implement aligned solutions; monitors and evaluates training effectiveness. Supports international assignment processes when applicable. Performs additional related duties as required. We're Offering Even More Great Benefits When You Join Our Team! Tuition Reimbursement Immediate Access to Paid Time Off Employee Referral Program Bonus Eligibility Matching 401K Annual Merit Increases Years of Service Award Bonuses Pet Insurance Financial and Legal Assistance Program Mental Health and Counseling Programs Dental and Orthodontic Coverage Vision Insurance Health Care with Low Premiums $500 Matching Health Savings Account Short-term and Long-term Disability Fertility Assistance Program About Agape Care Group A leading hospice, palliative, and pediatric comfort care provider in the Southeast, Agape Care Group is dedicated to serving patients and families with love and delivering the highest quality care. Our network consists of Agape Care South Carolina and Georgia Hospice Care, and at any location within our company, you'll find a career that means something. You'll not only have the opportunity to use your skills to make a real difference, but you'll also be part of an inclusive, respectful work environment filled with peers who have answered the call to care for others. Our Company Mission Agape Care's mission is to serve with love, providing comfort and support through compassionate care and meaningful experiences. For our team members, these aren't empty words. In every interaction, no matter how big or small, we're dedicated to providing a superior experience for patients facing life-limiting illnesses and their families. Qualifications: Required Skills & Competencies Exceptional verbal and written communication skills. Strong interpersonal and relationship-building capabilities with a customer-focused approach. Excellent organizational skills, attention to detail, and the ability to manage multiple priorities. Strong understanding of employment laws, regulations, and HR policies; ability to apply them appropriately and consistently. Ability to understand organizational structure, job architecture, compensation programs, and HR operations. Demonstrated ability to meet deadlines and adapt in a fast-paced environment. Strong analytical and problem-solving skills with sound judgment. Proficient in Microsoft Office Suite and HR systems. Education & Experience Minimum of 8 years of progressive HR experience, including significant experience resolving complex employee relations issues. Broad knowledge of HR disciplines including compensation, organizational development, employee relations, diversity, performance management, and federal/state employment laws. Bachelor's degree in Human Resources Management or related degree required. SHRM-CP or SHRM-SCP certification preferred, or ability to obtain certification within one year of hire. UKG HRIS Software Experience preferred. Appcast Apply Goal Priority: Regular

Ohio • Full-Time • Multi-Site Skilled Nursing Management We're growing - and we're looking for a strong, steady HR leader to grow with us. Garden Springs Healthcare is an expanding skilled nursing management company in Ohio. We focus on clear standards, strong communication, and a supportive environment for both our staff and the residents we serve. As we continue to scale, we're strengthening our people systems and leadership development, and we're seeking a Corporate Director of HR & Culture to help lead that work. What You'll Do Lead HR policy, compliance, and employee relations across multiple facilities Build consistent onboarding, documentation, and performance practices Strengthen communication, culture, and engagement throughout the organization Improve hiring, onboarding, and leadership development pathways Support acquisitions, organizational planning, and HR metrics reporting Serve as a steady, structured resource for building leadership teams What We're Looking For 5+ years of HR leadership (healthcare or multi-site strongly preferred) Strong expertise in HR compliance, employee relations, and policy development Clear, confident communicator with strong decision-making skills Dependable, structured leadership approach with excellent follow-through Ability to travel throughout Ohio SHRM-CP/SCP or PHR/SPHR preferred Why Join Us A growing organization with room to build systems and leave a lasting impact Supportive leadership that values consistency, communication, and professionalism Opportunity to shape culture, elevate expectations, and influence organizational direction If you're a steady, strategic HR leader who thrives in building structure and supporting growth, we'd love to talk with you. Apply directly on LinkedIn or message us for more details.

Become a HR Business Partner with Agape Care Group! Do you thrive on building partnerships, solving problems, and helping leaders bring out the best in their teams? We are looking for a Human Resources Business Partner (HRBP) who is committed to supporting our employees and leaders with professionalism, compassion, and a strong strategic mindset. As an HRBP, you will partner closely with assigned business units to align people strategies with operational goals, provide guidance on complex employee relations matters, and help foster a positive, productive, and compliant work environment. In this role, you will advise leaders on performance management, workforce planning, development opportunities, and organizational effectiveness. You will also interpret policies, support employment actions such as promotions and transfers, analyze HR trends and metrics, and lead thorough and objective investigations. Your partnership will be key in building morale, strengthening engagement, and supporting retention across the organization. You will ensure all HR practices meet legal and regulatory requirements while maintaining a strong understanding of the business unit's goals, culture, and future workforce needs. You may also identify training needs, collaborate with Learning & Development, and help evaluate the effectiveness of programs and initiatives. And just like all of our team members, our HR Business Partners have access to Agape Care's supportive leadership team, professional development resources, and meaningful opportunities for growth and advancement. Key Responsibilities Conducts regular meetings with assigned business units to understand talent needs, workforce trends, and operational challenges. Provides strategic HR consultation and coaching to leaders on organizational development, performance management, employee relations, and talent strategies. Analyzes HR metrics and trends to recommend proactive solutions, programs, and policies that support business goals. Manages and resolves complex employee relations matters; conducts impartial, thorough investigations and provides clear recommendations. Maintains expert knowledge of federal and state employment laws and organizational policy requirements; partners with Legal as needed to mitigate risk and ensure compliance. Guides leaders through performance management activities including coaching, corrective actions, career development planning, and recognition strategies. Supports cultural and organizational effectiveness by fostering strong employee relationships, improving morale, and driving retention initiatives. Provides interpretation of HR policies, ensuring consistency and fairness across the business. Develops offer terms and supports employment actions including new hires, promotions, and internal transfers. Contributes to workforce planning, restructuring efforts, and succession planning to ensure long-term organizational readiness. Identifies training needs within assigned units and partners with Learning & Development to implement aligned solutions; monitors and evaluates training effectiveness. Supports international assignment processes when applicable. Performs additional related duties as required. We're Offering Even More Great Benefits When You Join Our Team! Tuition Reimbursement Immediate Access to Paid Time Off Employee Referral Program Bonus Eligibility Matching 401K Annual Merit Increases Years of Service Award Bonuses Pet Insurance Financial and Legal Assistance Program Mental Health and Counseling Programs Dental and Orthodontic Coverage Vision Insurance Health Care with Low Premiums $500 Matching Health Savings Account Short-term and Long-term Disability Fertility Assistance Program About Agape Care Group A leading hospice, palliative, and pediatric comfort care provider in the Southeast, Agape Care Group is dedicated to serving patients and families with love and delivering the highest quality care. Our network consists of Agape Care South Carolina and Georgia Hospice Care, and at any location within our company, you'll find a career that means something. You'll not only have the opportunity to use your skills to make a real difference, but you'll also be part of an inclusive, respectful work environment filled with peers who have answered the call to care for others. Our Company Mission Agape Care's mission is to serve with love, providing comfort and support through compassionate care and meaningful experiences. For our team members, these aren't empty words. In every interaction, no matter how big or small, we're dedicated to providing a superior experience for patients facing life-limiting illnesses and their families. Qualifications: Required Skills & Competencies Exceptional verbal and written communication skills. Strong interpersonal and relationship-building capabilities with a customer-focused approach. Excellent organizational skills, attention to detail, and the ability to manage multiple priorities. Strong understanding of employment laws, regulations, and HR policies; ability to apply them appropriately and consistently. Ability to understand organizational structure, job architecture, compensation programs, and HR operations. Demonstrated ability to meet deadlines and adapt in a fast-paced environment. Strong analytical and problem-solving skills with sound judgment. Proficient in Microsoft Office Suite and HR systems. Education & Experience Minimum of 8 years of progressive HR experience, including significant experience resolving complex employee relations issues. Broad knowledge of HR disciplines including compensation, organizational development, employee relations, diversity, performance management, and federal/state employment laws. Bachelor's degree in Human Resources Management or related degree required. SHRM-CP or SHRM-SCP certification preferred, or ability to obtain certification within one year of hire. UKG HRIS Software Experience preferred. Appcast Apply Goal Priority: Regular

Tallahassee Memorial Healthcare (TMH) is a private, nonprofit community-based healthcare system that provides care to a 22-county region in North Florida and South Georgia. We are a career destination with over 6,000 colleagues who reflect the diversity of our community. TMH is the region's healthcare leader and top provider of advanced care with a 772-bed acute care hospital and the region's only: Level II Trauma Center Primary Stroke Center Level III Neonatal Intensive Care Pediatric Intensive Care The most advanced cancer, heart and vascular, orthopedic & surgery programs in the Panhandle. Our system also includes a psychiatric hospital, multiple specialty care centers, six residency programs and more than 50 affiliated physician practices. Qualifications Required Education: Bachelor's degree in HR, business, or related field. HR may accept directly related professional work experience in lieu of the required education on a year to year basis. Experience accepted in lieu of education will not be applied to the minimum experience level required below (i.e., the same experience will not be counted twice). Other Training or Special Skills: Intermediate to advanced proficiency in Excel and Word required. Healthcare experience desired. Familiarity of company's HRIS system or a similar HRIS system a plus. Preferred Education: Master's degree in HR, business, or related field. Required Experience: None Required Certification/License/Registry: None Preferred Certification/License/Registry: One or more of the following credentials: Certified Compensation Professional (CCP) from World at Work Professional in Human Resources (PHR) from the Human Resources Certification Institute (HRCI) Senior Professional in Human Resources (SPHR) from HRCI Society for Human Resource Management-Certified Professional (SHRM-CP) from the Society for Human Resource Management (SHRM) and/or Society for Human Resource Management-Senior Certified Professional (SHRM-SCP) from SHRM Responsibilities Your Role: The Compensation Analyst: provides professional support in the development, implementation and maintenance of wage & salary administration conducts job analysis participates in compensation surveys provides recommendations/cost analyses to ensure market competitiveness maintains company's market pricing/benchmarking software tool and serves as an internal resource to HR and organizational management regarding compensation policy and pay practices. Reports To: Director/Comp and Benefits Supervises: None

Job Description Responsibilities Artificial Intelligence; Advanced Technology; The very best in patient care. With decades of expertise, we are Leading Radiology Forward. With dynamic cross-training and advancement opportunities in a team-focused environment, the core of our success is its people with the commitment to a better healthcare experience. When you join us as a Vice President, Human Resources - East Coast , you will be joining a dedicated team of professionals who deliver quality, value, and access in the 21st century and align all stakeholders- patients, providers, payors, and regulators to achieve the best clinical outcomes. You Will: • Collaborate with executive leadership to achieve the organization's long-term mission and goals; identify ways to support this mission through people management. • Align and implement HR strategies, policies, and procedures in partnership with senior leadership, supporting organizational missions and priorities. • Serve as a strategic advisor to senior leaders on all HR matters, supporting HRBP activities and collaborating across RadNet on system-wide planning and decision-making. • Identify key performance indicators for the organization's human resource functions; assess the organization's success and market competitiveness based on these metrics. • Provide guidance and leadership to the human resource management team; assists with resolution of human resource questions, concerns, and issues. • Coach, mentor, and support development of HR management direct reports to create and maintain a team of high-performing human resources professionals, fostering communication and continuous improvement. • Ensure compliance with employment, safety, and other laws, regulations, and requirements. • Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. • Represent the East Coast in HR-related matters with regulatory agencies, government officials, and community leaders. • Sit on HRLT - representing East Coast functions. • Performs other duties as assigned. You Are Someone With: • 10+ years in Human Resources in a large-scale, multi-site, matrixed organization. Must have documented, progressively increased responsibility in HR work experience, to lead and direct various human resources functions. In-depth knowledge of standard HR business best practices required. Working knowledge of talent acquisition, performance management, compensation, benefits, employee relations and HRIS required. Global HR experience preferred. • 7-10 years of management experience required. To Ensure Success In This Role, You Must Have: • Bachelor's degree in Human Resources or Business Administration, Labor or Industrial relations, or other related discipline required. Master's degree preferred. • Excellent verbal and written communication skills. • Excellent interpersonal and conflict resolution skills. • Excellent organizational skills and attention to detail. • Strong analytical and problem-solving skills. • Strong supervisory and leadership skills. • Thorough knowledge of employment-related laws and regulations. • Knowledge of and experience with varied human resource information systems. • Proficient with Microsoft Office Suite or related software. We Offer: Comprehensive Medical, Dental and Vision coverages. Health Savings Accounts with employer funding. Wellness dollars 401(k) Employer Match Free services at any of our imaging centers for you and your immediate family.

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.****************** E04JI8000gud40836na

Reports To: Chief Executive Officer (CEO) Program: Administration Location: Tarrytown, NY and Rockland, NY-In-Person Hours Per Week: 35 FLSA Status: Full Time, Exempt Salary Range: $120,000-$140,000 annually Summary Description The Vice President of Human Resources (VP of HR) of Greater Mental Health of New York is responsible for overseeing all aspects of the Human Resources function at the agency. As a key member of the executive leadership team, the VP of HR is expected to exemplify the highest standards of professional integrity and organizational excellence. The VP of HR will be a values-based leader who can build and maintain a high-integrity culture, foster collaborative partnerships, and drive strategic organizational growth. This leader will demonstrate ethical conduct, strong business acumen, and the ability to create a harmonious and inclusive workplace culture that emphasizes diversity, equity, inclusion, teamwork, and collaboration. The VP of HR will bring creativity and an entrepreneurial approach to problem-solving, supported by strong communication, presentation, and interpersonal skills. They will demonstrate cultural awareness, emotional intelligence, and credibility in building trust across the agency and with community stakeholders. Acting as a trusted partner to the CEO and the executive team, the VP of HR will lead with a person-centered, trauma-informed philosophy aligned with the values of Greater Mental Health of NY. Key Responsibilities and Competencies: Human Capital Vision & Strategy: Partner with executive leadership to define and implement GMH's short- and long-term strategic goals through talent management. Participate in business planning and strategic direction with executives, including organizational structure, recruiting strategies, retention, exit strategies, ramifications of agency growth, reduction, or change. Establish and monitor key performance indicators for HR and talent management; assess organizational effectiveness and market competitiveness. Develop and maintain a diversity, equity, and inclusion strategy with measurable outcomes. Communicate changes in personnel policies and ensure compliance across the agency. Serve as liaison to the Human Resources Committee of the Board. Talent Acquisition, Engagement & Management: Advise senior leadership on workforce and demographic trends to strengthen organizational readiness and how to effectively support an evolving workforce. With the talent and acquisition specialist, deliver a clear and sustainable recruitment strategy, inclusive of employment branding, that encourages and enables the development of internal talent, the identification of external talent, and the use of tools and methods for recruitment. Ensure onboarding practices are engaging, effective, and supportive of retention. Implement initiatives that promote staff well-being and organizational health. Provide supervision, coaching, and performance management to direct reports. Compensation & Benefits: Lead the design and implementation of a Total Rewards strategy that aligns with organizational goals and supports recruitment and retention. Develop equitable position levels and salary bands, ensuring compliance with labor regulations. Manage compensation policies and conduct competitive studies to ensure market alignment. Oversee benefits administration, including health, retirement, and wellness programs. Serve as Plan Sponsor for retirement programs and ensure compliance with all federal and state laws (ERISA, ACA, EEOC, DOL, etc.). Oversee workers' compensation plans, including mediation and contract negotiation, in collaboration with legal counsel. Talent Development: Lead performance management processes, including appraisals, coaching, and succession planning. Promote career development and clear advancement pathways through an equity lens. Foster a culture of accountability and high performance. Advise executives on employee relations and disciplinary actions. Provides counsel in employee relations issues and partners with legal when necessary. Employee Relations Case Management: Manage and resolve complex ER issues, including disciplinary actions, counseling, performance improvement plans, and workplace conflicts. Conduct thorough investigations into employee complaints and concerns related to alleged harassment or discrimination and policy violations. Clearly and professionally document findings and provide recommendations for resolution. Budget, Data, Technology & Compliance: Develop and manage the HR budget, reporting staffing costs and initiatives in partnership with Finance. Ensure HR systems are accurate, effective, and compliant with regulations. Maintain and update HR policies, procedures, and the employee handbook. Ensure compliance with EEO, affirmative action, and accessibility requirements. Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Other Duties as assigned. Required Knowledge and Skills: Exceptional verbal and written communication skills. Strong interpersonal, leadership, and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical, data-driven decision-making, and problem-solving skills. Proven ability to supervise, mentor, and lead diverse teams. Thorough knowledge of multi-state employment laws and HR best practices. Previous HR business partner or advisory experience; non-profit or healthcare background preferred. Proficiency with HRIS systems (e.g., ADP WorkforceNow, ADP ACA Compliance). Advanced proficiency in Microsoft Office Suite and related technology. Qualifications: Master's degree in Human Resources, Human Services, Business Administration, or Industrial Psychology preferred. Professional HR certification (e.g., SHRM-SCP, SPHR) strongly preferred. Broad expertise across HR disciplines, including talent management, organizational development, compensation, benefits, and compliance. Demonstrated success in building and sustaining a strong talent pipeline and highly engaged workforce. Minimum of 5-10 years of progressive HR management experience, with at least 5 years in a senior leadership or supervisory role. Non-profit or healthcare HR experience strongly preferred. Must maintain confidentiality, reliability, and integrity at all times. Must pass and maintain required background checks (Criminal, Financial, Justice Center Staff Exclusion List, NY State Medicaid Exclusion List). Must be legally eligible to work in the United States. Special Considerations : Hours per week, reporting structure, and location are subject to change per program needs. Mandated Reporter: This is a Mandated Reporter position. The NYS Justice Center legislation defines anyone who has regular and substantial contact with any person with special needs as a “custodian” under the law and, therefore, a mandated reporter. You can be held liable by both the civil and criminal legal systems for intentionally failing to make a report. Greater Mental Health of New York is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information. Greater Mental Health of New York is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request a reasonable accommodation, contact the Human Resources Department.

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

Job Description BIOSPECTRA HUMAN RESOURCES DIRECTOR If you like the idea of being a Human Resources leader and part of a growing company that is a major supplier to the bio-pharmaceutical industry, this may be the job for you! BioSpectra is seeking a Human Resources Director to lead Human Resources and drive organizational effectiveness, by leading exceptional talent acquisition and talent development initiatives, implementing strategies, technology platforms and compensation/total rewards systems that drive performance excellence. This is an excellent opportunity for an individual who has the leadership ability to lead BioSpectra to the next level of human resources excellence, while working with the current Human Resources Director who will be moving to a part-time HR role. Major Roles & Responsibilities: Organizational Effectiveness: Consults with division leadership and devises talent acquisition and development strategies to enable leadership to build capable organizations These strategies may involve organizational redesign, candidate sourcing and recruiting, employee planning (replacement, succession, and career development planning), management development and performance coaching • Performance Excellence: Develops and implements strategies, programs and a technology platform that enables managers and employees to achieve optimal performance, build a culture with a focus on accountability, identifying root causes related to performance deficiencies and challenge their teams to take immediate actions to resolve. • Talent Acquisition: Direct all talent acquisition activities including candidate sourcing, recruiting, interviewing, selection and making candidate offers with a focus on the quality of hiring and enabling managers to build high performing teams. • Compensation & Total Rewards: Develop and implement compensation/total rewards strategies and programs to enable BioSpectra to attract and retain talent, consistent with BioSpectra's pay philosophy to pay based on performance, our external labor market strategy and internal valuation of each position. • HR Policies & Administration: Develop and implement human resources policies that support overall BioSpectra's business and human resources strategy, ensure organizational compliance with current federal, state and local employment laws, and develop policies that address policy gaps. • Employee Engagement & Retention: Evaluates employee engagement and retention, develops and implements effective employee company-wide programs, to drive high levels of employee engagement and reduce “unwanted turnover”. • Management Development: Working closely with the Training & Development department to implement effective management, supervisory and employee development programs and initiatives. • HR Staff Development: Create an HR organizational plan; implement recruiting and internal staff development initiatives to build the overall capabilities of the human resources department. Qualifications: • The following qualifications are required: ---- Bachelor's degree in Human Resources, Business or related field. ---- Minimum of ten or more years of human resource management experience in a manufacturing setting with highly competent knowledge of employment law, how to build high performing organizations, creating and implementing compensation strategies, management and employee development that support organizational excellence. • The ideal candidate will have the following experience or attributes: ---- Experience leading human resources for a bio-pharmaceutical, chemical, food, fragrance or other similar materials manufacturing company; ---- Highly accountable, self-motivated, and works autonomously with the ability to be decisive and develop/implement creative solutions to challenging issues; ---- Highly effective leader who can communicate and connect with leaders and employees at all levels of the organization; ---- Highly effective in coaching executives and leaders at levels to optimize the performance of their teams; ---- Highly effective at thinking critically and resolving complex issues; ---- Effective at planning and managing departmental initiatives, as well as the ability engage their team in switching quickly from one task to another; ---- Trustworthy in maintaining confidentiality and handling confidential information; • The following attributes would be an added plus: ---- Effective working knowledge of cGMP practices with a life science or bio-pharmaceutical company; ---- Working knowledge of HR Systems and software platforms and experience with implementing HR technology solutions; ---- HR certifications such as PHR, SPHR, SHRM-CP or SHRM-SCP, World-at-Work; If you believe you have the leadership capability, the knowledge of how to lead a high growth company to achieve human resources excellence and the right stuff to be BioSpectra's next Human Resources Leader, please reach out to us!

Job Objective/ Summary: The Human Resources Director provides executive leadership and oversight of the Human Resources Department. This individual is responsible for effectively designing, planning, developing and assessing human resources programs and initiatives that advance organizational and HR strategies. The Human Resources Director provides management and advice on strategic plans, employee benefits, compensation, development, training, employee relations, and budget. This individual further serves as a leader in creating a positive company culture and encourages optimal employee performance in accordance with the overall business objectives. The Human Resources Director directs the creation and execution of engagement programs, employee orientation, recruitment & retention programs, policies and guidelines, benefits programs, HRIS, employee records and documentation policies, and payroll. The Human Resources Director must also ensure organizational compliance with accrediting agencies such as the Joint Commission as well with state, federal, and local requirements and advise Department Managers and Leaders on the legal aspects of human resources issues associated with employment grievances and discipline. Job Education, Licenses/Certifications, Knowledge & Experience: A Bachelor's Degree in HR, Business, Psychology, Communications or other related degree is required. Masters Degree preferred. HR Certification from HRCI or SHRM highly desirable. Minimum of 5 years of progressive Director level experience is required. Some experience in payroll is preferred. Excellent knowledge of employment legislation and regulations as it relates to EEO, EEOC, DOL, FLSA, ERISA, COBRA, Title VII of Civil Rights Act, and others. Experience working with Lawson Software and/or Kronos Timekeeping highly desirable. A high degree of personal integrity, ethics, and emotional intelligence. Excellent verbal and written communication skills, interpersonal and conflict resolution skills and strong critical thinking and problem-solving skills. Experience in a healthcare setting is a plus. Benefits & Perks: Free and Low Cost Health Insurance Options Dental and Vision $15,000 Employer Paid Life and AD&D Insurance Supplemental Insurance: STD, LTD, Critical Illness, Accident, Spouse/Child Life Insurance Retirement with Match PTO - accrued day 1. Paid Holidays & Compassionate Leave. 100% Discount on all outpatient services, except ER. Education/Training/Referral Incentives Tuition Assistance Free Public Service Loan Forgiveness Program Professional Development Student Loan Repayment Program Employee Recognition Program Advancement Opportunities Working for a healthcare facility that values and recognizes your contributions. Lawrence Healthcare complies with federal and state disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact Human Resources, ********************* The health and safety of our employees, residents, and patients is a priority. To this end, Flu vaccinations will be a condition of employment with the exception of an approved accommodation. Vaccines are offered free of charge . Lawrence Healthcare has designated this position as safety sensitive. Lawrence Healthcare participates in E-Verify. Lawrence Healthcare is an equal opportunity employer.

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

The Director of HR will create and deliver strategic and tactical HR initiatives while executing core human resource functions for the organization. They are also responsible for ensuring compliance with all relevant state, federal, or other governing body regulations. This role partners with managers and employees to effectively implement HR programs and processes to build a best-in-class HR department. We are seeking an HR leader that has experience building HR programs from scratch and driving the overall HR strategy with a growing entrepreneurial firm. This role will be on-site in the Statesboro office. Responsibilities: Manages the process for recruiting and partners with hiring managers to ensure an effective hiring process. Leads the strategy and implementation of efficient recruitment efforts to ensure the hiring and retention of the best talent. Builds relationships within the local community to recruit talent and to build the employment brand. Manages and provides guidance on all employee relations issues. Oversees the process of partnering with managers on documenting and delivering performance improvement plans and corrective actions. Develops, communicates, and enforces employee policies; advises managers on policy matters. Develops a talent strategy for the organization. Designs, develops, implements, and executes programs and processes to support the talent strategy (i.e., onboarding, mentoring, career planning, succession planning). Develops, administers, and tracks training and development activities. Manages Performance Management process and consults with managers and employees on process. Consults with the leadership team on building the organization structure. Develops metrics for HR processes and programs. Runs regular reports to monitor HR processes and programs. Analyzes process and program metrics and leverages learnings to inform leadership on people decisions and/or to improve HR programs and processes. Builds and administers employee benefits plans and compensation programs. Ensures all regulatory and compliance requirements (state, federal, local, or other governing body) are met. Maintains records related to HR Programs, Processes, and Employee Relations and partners with managers to ensure compliance with applicable laws. Ensures adherence to employee-related policies and procedures. Requirements: Minimum 10 years of HR Management experience Bachelors degree or equivalent work experience Experience with a growing manufacturing organization; automotive experience preferred Must be flexible and able to operate in a fast-paced environment Record of success advising managers on the full range of HR/people issues Demonstrated ability to quickly establish effective relationships, collaborate, lead, and influence Certified HR Professional designation preferred Knowledge of all functional areas of Human Resources Benefits: Health Insurance Coverage (Medical, Dental, Vision) 401K Plan Relocation Bonus

The Mission At Christian Care Ministry we believe that Christians can, and should, share in one another's burdens. Through the use of Medi-Share , a healthcare sharing ministry for Christians, we cultivate that belief. The Team Everyone at Christian Care Ministry is in agreement with our Statement of Faith, which outlines our core beliefs. Although we aren't perfect people, we are serving our perfect God to the best of our ability. The Job The Chief Human Resources /Administrative Officer (CAO) is responsible for the management of Christian Care Ministry's Human Resources (HR) team, including staff training and development; the Facilities team; and leads the Spiritual Development team to include the Chapel Committee and oversight of the Chaplain functions. This role develops, implements, and aligns HR, and training and development programs with business objectives, serving as a strategic partner and member of the executive management team while supporting employees in their day-to-day human resources needs. This role also has responsibility over all CCM facilities, ensuring strategic utilization in alignment with strategic objectives of all physical locations. Lastly, in support of maintaining a strong culture, this role oversees the regular production of weekly Chapels/Town Halls and the chaplain functions across Christian Care Ministry. The CAO will be responsible for designing and finalizing policies, contributing to business strategy, developing plans and programs that align with the organization's overall strategic objectives, forecasting talent needs and addressing talent gaps, orchestrating learning skills and career development of the workforce, overseeing employee orientation, education, training, leadership development, employee and labor relations, affirmative action compliance, employee-related policies and procedures, workers compensation administration, wage and salary administration, benefits administration, organization development, and employee assistance; facilities and capacity planning, and lease negotiations in conjunction with the Chief Financial Officer and Chief Legal Officer. The CAO provides strategic leadership by articulating HR and facilities needs and plans to the executive management team and the Board of Directors. Education and/or Experience BS/BA in Business or Human Resources/Relations degree from an accredited college/university required , MBA or MA/MS in human resources or related field strongly preferred 10-15 years of human resources experience, with at least five years of executive HR experience in the Insurance, Finance, Healthcare or related industries required SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification strongly preferred Essential Job Duties & Responsibilities Work effectively to advise and influence the CEO and the executive management team, ensuring buy-in to key decisions, agreement on strategic direction, and alignment of cross-functional resources and activities Bring an analytical approach to continue building Christian Care Ministry, while aligning CCM's people and facilities strategies with broader business objectives Oversee the production of weekly Town Halls and Chapels Provide indirect management oversight to the internally focused role of chaplain(s) Partner with leadership to develop and implement HR strategies that support the goals and objectives of the business. While focusing on critical skills and roles needed for the future, identify top talent, development opportunities, and succession plans Serve as a member and leader within the executive team, providing business insight as well as helping to develop and lead talent strategies, leadership development programs and strategies, and long-term employee career growth initiatives Lead the team that provides strategic HR support for organizational development decisions, employee relations functions, total reward strategies, and talent acquisition Support leadership in developing the workplace culture and driving employee engagement by implementing employee engagement and feedback systems Serve as a change agent, demonstrating the ability to influence, negotiate, and gain buy-in at all levels within the organization Act as coach/consultant to senior leaders on HR-related issues as well as serve as employee advocate Develop and lead the successful implementation of HR programs Measure and report on HR programs compared to relevant benchmarking to ensure that Christian Care Ministry's programs are competitive Evaluate staffing and compensation models and make strategic recommendations regarding current and future organizational talent needs Steward the HR budget and ensure HR and facilities resources and people are aligned to meet business needs Oversee the financial budgeting and staffing levels of the HR and facilities functional teams Lead continuous improvement initiatives across the HR functions Oversee facility management operations Ensure health and safety of organization Contribute to the exercise and expression of Christian Care Ministry's Christian beliefs All other duties as assigned Essential Skills & Abilities Fluency and breadth of experience across the variety of HR disciplines Knowledge and understanding of facilities management principles, along with real estate lease negotiations Excellent interpersonal skills and the ability to effectively communicate at all levels Proven ability to develop strong relationships and partner with internal stakeholders to develop strategies and execute with excellence Self-starter with strong management and leadership skills Demonstrated business acumen Skilled in leading the selection, acquisition, launch, and integration of HR technology platforms to guide operational and strategic initiatives Strong presentation, listening, and speaking skills Proven experience designing and implementing compensation policies Strong metrics and analytics experience Spiritual, Professional, & Ethical Conduct Spiritual Maturity, in full agreement with CCM's Statement of Faith and Conduct & Character statements, with a Christian testimony and lifestyle which includes living a moral life based on the Word of God, submitting to governing authorities, and being an active member of a local church. Conduct, exhibits the fruit of the Spirit: love, joy, peace, patience, kindness, goodness, faithfulness, gentleness and self-control (Gal 5:22-23). Exemplifies biblical standards for spiritual leadership (1 Tim 3:1-12; Titus 1:6-9) Deeply rooted in the Word, able to demonstrate its teachings on an individual level as well as in small group settings, Bible studies, etc. Demonstrates ethical character and good moral judgement, self-control, and truthfulness Not addicted to alcohol or any lifestyles that negatively affect one's judgment A faithful husband/wife, a good manager of his or her own children and own household Free from the love of money / greed, demonstrated by generosity to the church and to others, and by lifestyle Core Competencies/Demonstrable Behaviors Business Insight Interpreting external business content Decoding customer expectations Co-crafting a strategic agenda Balances Stakeholders Earning trust through results Influencing/relating to others Improving through self-awareness Plans and Aligns Building our leadership brand Improving human capital performance through workforce planning and analytics Shaping organizations & communications practices Driving performance Situational Adaptability/Change Champion Ability to implement sustaining change Effective change management skill Adapt approach in real time to match shifting demands Drives Vision and Purpose Ability to cascade vision and purpose that motivates others to action Aligning strategy, culture, practices & behavior Creating a meaningful work environment Supervisory Responsibilities This job has supervisory responsibilities. Oversite of 25+ employees. Incentives & Benefits We work hard to serve our Medi-Share Members, but know we can only do that if we invest in our employees professionally, financially, physically, socially, and spiritually. We purposefully invest in our employees so that our employees can invest in others. For full-time employees working 30 hours or more, some of our benefits include, but are not limited to: • 100% paid Medical for employees/99% for family • Generous employer Health Savings Account (HSA) contributions • Employer-paid Life Insurance (3x salary) and Long-term Disability Insurance • 6 weeks of paid parental leave (for both mom and dad) • Dental - two plans to choose from • Vision • Short-term Disability • Accident, Critical Illness, Hospital Indemnity • 401(k) - up to 4% match on ROTH or Traditional contributions • Generous paid-time off and 11 paid holidays • Wellness plan including Financial, Occupational, Mental/Spiritual, and Physical health incentives up to $50/mo • Employee Assistance Program including no cost, in-person mental health visits and employee discounts • Monetary Anniversary Awards Program • Monetary Birthday Awards