Talent acquisition manager jobs in Greece, NY - 20 jobs

Gorbel's mission is simple: We improve people's lives. That mission guides everything we do, from the products and service we provide to our outside customers to the work environment we foster for our employees. We are a manufacturer of material handling and fall protection products for the production and warehouse/distribution sectors. We're on the cutting edge of manufacturing and distribution; a thriving, growing company that is constantly seeking out new ways to innovate and elevate our products and our processes - and we're looking for people like you to join us in that mission. We're currently hiring for open positions in the US and Canada. We operate in Canada as Engineered Lifting Systems and Equipment (ELS)/DBA Gorbel Canada, and subsequent communication related to Canadian positions may show the ELS name. You may be contacted by phone by recruitment personnel based in either Canada or New York. Work Shift: First Shift (United States of America) Job Description: The Manager, Talent Acquisition & Retention will drive programs to improve employee experience, belonging, engagement and ultimately retention across the organization as Gorbel strives to be an Employer of Choice. Directly manages and coaches Staffing Specialist Team. Specific Duties: Talent Acquisition: Develops and establishes recruitment strategies, processes, procedures, and recognition programs while managing Gorbel's recruitment services across US locations. Serve as an advisor and functional expert to Hiring Managers regarding talent acquisition and creating recruitment strategies for openings in difficult to fill areas. Lead for reporting employment metrics, affirmative action reporting, recruiting forecast and strategies. Serves as the Workday Recruitment Administrator and a member of the Workday Governance Committee. As an Administrator of the Workday HCM system, ensure that the Workday applicant tracking system is properly maintained, evaluating ways to optimize the Workday system to increase efficiencies and user adoption. Ensure consistent, professional, personable, and timely communication is maintained with candidates throughout the recruitment process. Develop training on hiring best practices, including mitigating biases for hiring, for hiring managers and interviewers. Primary point of contact for vendors that support recruitment and onboarding. Directly manages and coaches the Staffing Specialist Team. Implements talent programs, such as internships and referral programs to cultivate a robust talent pipeline. Supports and participants in events that create visibility of Gorbel's Employer Brand in the community. Creates and manages the recruitment budget. Ensure compliance with all applicable legal and regulatory requirements. Retention: Accesses feedback given by employees during exit interviews and employee engagement surveys, for trends and document the motivating factors for candidates in the hiring process to make informed recommendations for activities to improve employee relations and satisfaction. Responsible to execute and report out Turnover analysis for the organization. Strategize with hiring managers on retention plans Referencing Gorbel' s Employer Brand Strategy as a guide, create collateral to share with internal staff and prospective candidates Perform other related duties and various special projects as required and assigned. Job Qualifications: Required Bachelor's degree in Business, Human Resources or equivalent required. Minimum 5 years Human Resource experience, including supervisory experience. Current knowledge of applicable governmental regulations. Vision-setting to strategize recruitment and retention initiative. Problem-solving skills, interested in taking on challenges and creating solutions for recruitment and retention Demonstrates a growth mindset, seeing challenges as opportunities to learn and grow. Encourages continuous individual, cross-departmental, and group learning. Understands the value and importance of best practices in recruitment and retention and is committed to continued growth in this area. Proficiency in MS Office applications essential (Excel, PowerPoint and Word skills) Excellent communication skills required (both verbal and written) Independent judgment and demonstrated ability to work with minimum supervision Demonstrated ability to prioritize and manage multiple projects Travel requirement: 5% required Preferred Prior experience with WorkDay reporting, developing and monitoring HR metrics Experience with effective use of Social Media tools Prior experience with salary grades/compensation structures helpful PHR or SPHR certification Core Competencies to be Successful: The ability to give effective, and timely, feedback Interpersonal/Influence/Negotiation skills Business Acumen Integrity and trust Action Orientation; Follow Through Emotional capacity Customer/Quality focus Effective Presentation/Communication skills Work Environment: ADA Physical/Mental/Workplace Requirements Occasional lifting up to 25 lbs. Sitting, working at desk/personal computer for extended periods of time Primary work environment is professional corporate office Ability to travel commercially and internationally. Gorbel is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, disability or handicap, gender, gender identity, marital status, veteran status, sexual orientation, genetic information, arrest record, or any other characteristic protected by applicable federal, state or local laws. Gorbel is also committed to providing reasonable accommodations to qualified individuals so that an individual can perform their job related duties. If you are interested in applying for an employment opportunity and require special assistance or an accommodation to apply due to a disability, please contact us at ************. The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. At Gorbel, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is: Min $104,440.00 - Max 156,660.00

Job Description Company: Chick-fil-A Irondequoit Owner/Operator Bill Kaser is a Rochester native; in fact, he grew up 5 miles from where the restaurant is located! After a 15-year career with Xerox, he set his sights on becoming a business owner and making an impact in the community he grew up in by becoming a Chick-fil-A restaurant Operator Chick-fil-A is the fastest growing Quick Service Restaurant in the nation Chick-fil-A has the highest customer service satisfaction scores for 10 consecutive years Chick-fil-A is on Forbes Lists for: Best Customer Service (2025), Customer Experience All Stars (2024), America's Dream Employers (2025), Best Brands For Social Impact (2023), Best Employers for Women (2023), America's Best Large Employers (2023), The Halo 100 (2022) Chick-fil-A has awarded $191 million in team member scholarships since 1973, with $26 million total awarded to 14,000+ winners in 2024 Value and Appreciate Employees Health Insurance Paid Vacation 401k Match Tuition Discounts at Over 100 Colleges Never work on Sundays Excellent Career Advancement Opportunities Overtime Available Opportunity We are looking for an enthusiastic , people focused leader to join our team at Chick-fil-A Irondequoit. The Talent Director plays a critical role in developing our people and sustaining a strong, values driven culture. This leader will oversee recruiting, onboarding, training, and ongoing development while partnering closely with the Operator and department Directors to ensure high standards are upheld across the restaurant. Your contribution will be essential to building future leaders, maintaining operational excellence, and creating a workplace where team members feel cared for and challenged to grow. Your Impact Leading and managing all aspects of recruiting, onboarding, orientation, and ongoing training Creating and executing people development systems including one-on-ones, performance reviews, development plans, and scorecards Developing a strong team of trainers and leaders across front and back of house Partnering cross functionally with other Restaurant Directors to identify training gaps and improve execution Driving a healthy, values aligned culture through clear expectations and consistent accountability Ensuring compliance with employee files, policies, procedures, and local and federal regulations Overseeing CARES responses, employee engagement efforts, and team morale initiatives Supporting food safety, people safety, and guest experience standards through training and coaching Participating in leadership meetings and contributing to restaurant wide goals and initiatives Remaining operationally engaged to better understand the business and identify development opportunities Background Profile 3+ years of Leadership experience Bachelor's Degree (preferred) Hospitality experience (preferred) Proven track record of developing others Passion for Chick-fil-A's values Apply now and you will be contacted ASAP.

Role and Responsibilities The Talent Acquisition (TA) Manager supports a team of Talent Acquisition Specialists to achieve the agency's full-cycle recruiting goals in a timely manner and within budget. The TA Team Leader will develop and review TA initiatives, help identify deficiencies and offer solutions to address them, and collaborate with management on hiring needs and best practices to improve our quality of hiring and retention strategies. Essential Functions Oversee Talent Acquisition team and recruiting/onboarding of new high-quality, licensed health care professionals, paraprofessionals, and office staff, across the 25-county footprint in NYS. Act as a functional manager, and is also responsible for a portion of the open requisitions and filling identified recruiting needs for the agency. Work with Senior Leadership to develop process improvements, create efficiencies, and set departmental goals. Act as an advisor for managers on challenges with recruiting and onboarding. Develop/Update, implement, and maintain recruitment strategies in support of HCR's immediate and long-term business goals. Identify opportunities and necessary process improvements related to talent acquisition. compile and analyze data relating to various people metrics to support organization initiatives such as talent management and turnover trends, and collaborate in the design and delivery of activities to support and sustain best people practices. Take initiative to further develop TA competencies. Other duties/projects as assigned. This job description reflects management's assignment of essential functions; and nothing in this herein restricts management's right to assign or reassign duties and responsibilities to this job at any time. Education Requirements Bachelor's Degree in Human Resources, Organizational Development, Business, or related field preferred. 7-10 years of related experience in a corporate or healthcare organization may be considered in lieu of degree. Qualifications and Requirements Minimum of 5 years' experience applying Talent Acquisition/Recruiting practices in a non-union environment. Proven ability to operate independently and maintain confidentiality. Customer-focused attitude, with high-level of professionalism and discretion. Exceptional technology skills Experience with the use of an applicant tracking system/HRIS are required ADP experience strongly preferred. Valid NYS driver's license with a safe driving record is required. Some travel may be required. Work Environment The TA Team Leader is primarily in an office setting and may be exposed to outdoor conditions. The working conditions are classified as light work: Light work - Exerting up to 20 pounds of force occasionally, and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Light work involves sitting most of the time. Physical Requirements The following is a description of the physical requirements on a daily basis for the TA Team Leader. While performing the duties of the job the employee is regularly expected to: Stand Sit Hear Walk Talk Stoop or kneel Repetitive motion This is not necessarily an exhaustive list of all responsibilities, duties, skills, efforts, requirements or working conditions associated with the job. While this is intended to be an accurate reflection of the current job, management reserves the right to revise the job or to require that other or different tasks be performed as assigned. EOE/AA Minority / Female / Disability / Veteran Mon - Fri with occasional weekends for events 40 per wk

ABOUT US G&H is a world leader in optical designing, testing and manufacturing. As experts in the technology of light, G&H works with customers to provide optical systems, assemblies, and components for demanding applications Headquartered in Ilminster Somerset, UK with primary operations in the USA and Europe, G&H is recognized for the breadth of their acousto-optic, electro-optic, crystal-optic, fiber optic, and precision optic products. G&H is recognized as the preferred source for OEMs in the life sciences, industrial, and aerospace and defense industries, with a history of quality and excellence that dates back over seventy-five years. ROLE The Senior Manager, Total Rewards & HR Site Lead plays a dual role: (1) Total Rewards Leadership: designing, implementing, and managing global compensation and benefits programs; ensuring equity, compliance, employee value, and fiscal responsibility. (2) HR Site Leadership for Rochester: serving as the on-site HR representative, coaching leaders, supporting employees, and enabling a high-performance, engaged culture. This role requires strong analytical capability, excellent judgment, multi-state compliance awareness, and the ability to balance strategic planning with hands-on execution. This role will be instrumental in ensuring our total rewards strategy supports the attraction, retention, and engagement of top talent while maintaining internal equity and compliance across all markets. RESPONSIBILITIES & PERFORMANCE MEASURES I. Total Rewards (Compensation & Benefits) Program Strategy, Design & Administration * Design and maintain compensation structures, global job frameworks, salary bands, and leveling methodologies that support organizational growth. * Conduct role evaluations, compensation placement, job benchmarking, and internal equity audits; advise leaders on offers, promotions, and pay adjustments. * Administer the annual merit and bonus cycle, including modeling, budgeting, data validation, and communication materials for managers and employees. * Lead the development and administration of short-term incentive plans; evaluate eligibility, metrics, plan governance, and ROI. Market Competitiveness & Cost Prudence * Conduct market benchmarking (multi-state and global) using external tools/vendors; recommend pay adjustments based on market movement, retention risk, and performance alignment. * Partner with HR, Finance, and Executive leadership to forecast compensation and benefit costs and evaluate financial impact. Benefits & Vendor Management * Manage U.S. benefits (health, dental, vision, life, disability, retirement, wellness), and collaborate with global HR for UK/local statutory benefits. * Lead annual renewals, open enrollment, and benefit program analysis; recommend plan design changes to improve value and cost efficiency. * Manage brokers and benefit vendors, negotiate service terms, monitor service delivery, ensure compliance, and track utilization trends. * Evaluate and introduce programs that support employee well-being, mental health, retention, and total reward value. Compliance, Auditing & Governance * Ensure compliance with ERISA, ACA, FLSA, COBRA, HIPAA, IRS requirements, and multi-state employment laws. * Establish documentation, recordkeeping standards, and audit controls for compensation and benefits. * Lead pay equity reviews, reporting, and remediation recommendations. Communication & Continuous Improvement * Develop clear employee and manager tools (guides, FAQs, training, compensation tools). * Track, analyze, and report performance and utilization of total rewards programs; propose actionable improvements. * Align deliverables to G&H values: customer focus, integrity, action, unity, precision - with continuous improvement behavior expected. II. HR Site Lead - Rochester, NY Employee & Leader Support * Serve as primary point of contact for Rochester employees and leadership teams on employment matters, HR procedures, policy interpretation, and employee relations. * Take ownership of internal investigations, performance issues, documentation, and escalations; partner with legal and HR leadership where appropriate. * Provide coaching to managers on employee development, disciplinary actions, and performance optimization. Employee Engagement & Culture * Lead site-level engagement initiatives, corporate training, communication efforts, and local employee events that reinforce our values and support a positive work environment. * Coordinate site engagement surveys and action planning; track engagement metrics, communication effectiveness, and follow-through progress. * Support the creation and sustainability of a positive, safe, collaborative, and inclusive workplace culture aligned with company values. Talent & Performance Management * Facilitate goal-setting, performance reviews, calibration, and development planning processes at the site. * Support training and development programs; advise leaders on succession planning and skill development needs. * Assist with headcount planning, staffing strategies, and workforce analytics in partnership with Talent Acquisition and business leaders. Policy Compliance & Documentation * Promote compliance with multi-state employment laws, HR policies, and organizational standards. * Maintain accurate HR records, EEO, and documentation in partnership with HRIS and compliance teams. * Recommend HR process and policy improvements based on site needs and legal changes. HR Reporting, Metrics & Administration * Prepare site HR reports, turnover analyses, workforce trends, and risk indicators; advise leaders on data-driven actions. * Maintain employee files, data integrity, and reporting accuracy; recommend new tools and enhancements for efficiency. Collaboration & Communication * Represent Rochester HR in global HR initiatives; ensure alignment with corporate programs and compliance requirements. * Drive transparent, respectful communication between HR and business partners across departments and regions. Qualifications & Skills * Bachelor's degree in HR, Business, Finance, or related field (Master's is a plus). * 7+ years of compensation and benefits experience and 5+ years of HRBP/Generalist work, ideally in a manufacturing, engineering, or technology-driven environment. * Strong financial modeling, analytics, and advanced Excel capability (required). * Deep knowledge of U.S. employment law and benefits regulations; global exposure preferred. * Proven ability to translate complex technical concepts into clear employee communication. * Strong interpersonal skills with the ability to influence leaders and build trust. * Experience in a multi-site, international, or fast-growing environment preferred. Note: This is not intended to be exhaustive in every respect, but rather to clearly define the fundamental purpose, responsibilities and dimensions for the role. Therefore, this does not describe any individual role holder. In addition to the contents of this job description, employees are expected to undertake all other reasonable and related tasks allocated by their line manager. The Company is committed to providing equal employment opportunities for all employees and applicants for employment. The Company does not discriminate in employment opportunity or practices on the grounds of gender, race, religion or belief, age, disability, sexual orientation, gender identity, protected veteran status, or any other characteristic protected by national laws under which the Company operates. Potential candidates should be aware that many of the employment roles at Gooch & Housego are subject to government security and export control restrictions. These restrictions mean that factors such as your nationality, any nationalities that you may have previously held and your place of birth, could restrict the roles you are eligible to perform within the organization. All UK applicants must, as a minimum, be able to successfully complete security vetting to the UK government's Baseline Personnel Security Standard, which includes a criminal record check being performed. Many roles may also require higher levels of security vetting to be completed, where applicants must typically have been continuously resident within the UK for the past five to ten years. In the instance that the position will involve having access to items and technical data that may be controlled under U.S. export laws and regulations ("U.S. Export Control Laws"), including but not limited to the Export Administration Regulations ("EAR") and the International Traffic in Arms Regulations ("ITAR"). To comply with the U.S. Export Control Laws, and in conjunction with the review of candidates for those positions within G&H that may present access to export-controlled technical data, G&H must assess whether candidates are "U.S. persons" as defined under the EAR (15 C.F.R. Part 772) and the ITAR (22 C.F.R. § 120.15). Certain questions asked during the application process are intended to assess this and will be used for evaluation purposes only. Failure to provide the necessary information in this regard will result in our inability to consider you further for this position.

Description: ABOUT US G&H is a world leader in optical designing, testing and manufacturing. As experts in the technology of light, G&H works with customers to provide optical systems, assemblies, and components for demanding applications Headquartered in Ilminster Somerset, UK with primary operations in the USA and Europe, G&H is recognized for the breadth of their acousto-optic, electro-optic, crystal-optic, fiber optic, and precision optic products. G&H is recognized as the preferred source for OEMs in the life sciences, industrial, and aerospace and defense industries, with a history of quality and excellence that dates back over seventy-five years. ROLE The Senior Manager, Total Rewards & HR Site Lead plays a dual role: (1) Total Rewards Leadership: designing, implementing, and managing global compensation and benefits programs; ensuring equity, compliance, employee value, and fiscal responsibility. (2) HR Site Leadership for Rochester: serving as the on-site HR representative, coaching leaders, supporting employees, and enabling a high-performance, engaged culture. This role requires strong analytical capability, excellent judgment, multi-state compliance awareness, and the ability to balance strategic planning with hands-on execution. This role will be instrumental in ensuring our total rewards strategy supports the attraction, retention, and engagement of top talent while maintaining internal equity and compliance across all markets. RESPONSIBILITIES & PERFORMANCE MEASURES I. Total Rewards (Compensation & Benefits) Program Strategy, Design & Administration Design and maintain compensation structures, global job frameworks, salary bands, and leveling methodologies that support organizational growth. Conduct role evaluations, compensation placement, job benchmarking, and internal equity audits; advise leaders on offers, promotions, and pay adjustments. Administer the annual merit and bonus cycle, including modeling, budgeting, data validation, and communication materials for managers and employees. Lead the development and administration of short-term incentive plans; evaluate eligibility, metrics, plan governance, and ROI. Market Competitiveness & Cost Prudence Conduct market benchmarking (multi-state and global) using external tools/vendors; recommend pay adjustments based on market movement, retention risk, and performance alignment. Partner with HR, Finance, and Executive leadership to forecast compensation and benefit costs and evaluate financial impact. Benefits & Vendor Management Manage U.S. benefits (health, dental, vision, life, disability, retirement, wellness), and collaborate with global HR for UK/local statutory benefits. Lead annual renewals, open enrollment, and benefit program analysis; recommend plan design changes to improve value and cost efficiency. Manage brokers and benefit vendors, negotiate service terms, monitor service delivery, ensure compliance, and track utilization trends. Evaluate and introduce programs that support employee well-being, mental health, retention, and total reward value. Compliance, Auditing & Governance Ensure compliance with ERISA, ACA, FLSA, COBRA, HIPAA, IRS requirements, and multi-state employment laws. Establish documentation, recordkeeping standards, and audit controls for compensation and benefits. Lead pay equity reviews, reporting, and remediation recommendations. Communication & Continuous Improvement Develop clear employee and manager tools (guides, FAQs, training, compensation tools). Track, analyze, and report performance and utilization of total rewards programs; propose actionable improvements. Align deliverables to G&H values: customer focus, integrity, action, unity, precision - with continuous improvement behavior expected. II. HR Site Lead - Rochester, NY Employee & Leader Support Serve as primary point of contact for Rochester employees and leadership teams on employment matters, HR procedures, policy interpretation, and employee relations. Take ownership of internal investigations, performance issues, documentation, and escalations; partner with legal and HR leadership where appropriate. Provide coaching to managers on employee development, disciplinary actions, and performance optimization. Employee Engagement & Culture Lead site-level engagement initiatives, corporate training, communication efforts, and local employee events that reinforce our values and support a positive work environment. Coordinate site engagement surveys and action planning; track engagement metrics, communication effectiveness, and follow-through progress. Support the creation and sustainability of a positive, safe, collaborative, and inclusive workplace culture aligned with company values. Talent & Performance Management Facilitate goal-setting, performance reviews, calibration, and development planning processes at the site. Support training and development programs; advise leaders on succession planning and skill development needs. Assist with headcount planning, staffing strategies, and workforce analytics in partnership with Talent Acquisition and business leaders. Policy Compliance & Documentation Promote compliance with multi-state employment laws, HR policies, and organizational standards. Maintain accurate HR records, EEO, and documentation in partnership with HRIS and compliance teams. Recommend HR process and policy improvements based on site needs and legal changes. HR Reporting, Metrics & Administration Prepare site HR reports, turnover analyses, workforce trends, and risk indicators; advise leaders on data-driven actions. Maintain employee files, data integrity, and reporting accuracy; recommend new tools and enhancements for efficiency. Collaboration & Communication Represent Rochester HR in global HR initiatives; ensure alignment with corporate programs and compliance requirements. Drive transparent, respectful communication between HR and business partners across departments and regions. Qualifications & Skills Bachelor's degree in HR, Business, Finance, or related field (Master's is a plus). 7+ years of compensation and benefits experience and 5+ years of HRBP/Generalist work, ideally in a manufacturing, engineering, or technology-driven environment. Strong financial modeling, analytics, and advanced Excel capability (required). Deep knowledge of U.S. employment law and benefits regulations; global exposure preferred. Proven ability to translate complex technical concepts into clear employee communication. Strong interpersonal skills with the ability to influence leaders and build trust. Experience in a multi-site, international, or fast-growing environment preferred. Note: This is not intended to be exhaustive in every respect, but rather to clearly define the fundamental purpose, responsibilities and dimensions for the role. Therefore, this does not describe any individual role holder. In addition to the contents of this job description, employees are expected to undertake all other reasonable and related tasks allocated by their line manager. The Company is committed to providing equal employment opportunities for all employees and applicants for employment. The Company does not discriminate in employment opportunity or practices on the grounds of gender, race, religion or belief, age, disability, sexual orientation, gender identity, protected veteran status, or any other characteristic protected by national laws under which the Company operates. Potential candidates should be aware that many of the employment roles at Gooch & Housego are subject to government security and export control restrictions. These restrictions mean that factors such as your nationality, any nationalities that you may have previously held and your place of birth, could restrict the roles you are eligible to perform within the organization. All UK applicants must, as a minimum, be able to successfully complete security vetting to the UK government's Baseline Personnel Security Standard, which includes a criminal record check being performed. Many roles may also require higher levels of security vetting to be completed, where applicants must typically have been continuously resident within the UK for the past five to ten years. In the instance that the position will involve having access to items and technical data that may be controlled under U.S. export laws and regulations ("U.S. Export Control Laws"), including but not limited to the Export Administration Regulations ("EAR") and the International Traffic in Arms Regulations ("ITAR"). To comply with the U.S. Export Control Laws, and in conjunction with the review of candidates for those positions within G&H that may present access to export-controlled technical data, G&H must assess whether candidates are "U.S. persons" as defined under the EAR (15 C.F.R. Part 772) and the ITAR (22 C.F.R. § 120.15). Certain questions asked during the application process are intended to assess this and will be used for evaluation purposes only. Failure to provide the necessary information in this regard will result in our inability to consider you further for this position. Requirements:

Deloitte's Human Capital Offering Portfolio Our Human Capital practice is at the forefront of transforming the nature of work. As converging forces reshape industries, our team uniquely addresses the complexities of work, workforce, and workplace dynamics. We leverage sector-specific insights and cross-domain perspectives to help organizations tackle their most challenging workforce issues and align talent strategies with their strategic visions. Our practice is renowned for making work better for humans and humans better at work. Be part of this exciting era of change and join us on this transformative journey. Insights, Innovation, and Operate (IIO) Our Insights, Innovation & Operate Offering is designed to enhance key aspects of our clients' businesses by leveraging cutting-edge technology, data, and a blend of deep technical and human expertise. We innovate and deliver creative, industry-specific solutions that streamline operations and accelerate speed-to-value. Recruiting for this role ends on 3/31/26. Work you'll do: + Lead Optimization projects to help clients realize the full potential of Workday + Lead workstreams for Phase X (single module) deployments in Workday HCM space (primarily in Recruiting) + Lead Workday projects in the space of additional country roll outs, M&A. + Conduct health checks for clients that are already live on Workday, resulting in helping to define a roadmap for Workday optimization + Serve as Subject Master Expert for other Workday post-production engagements in accordance with your areas of expertise + Lead AMS engagements by providing services in your module of expertise, working seamlessly with our onshore and offshore teams + Guide, communicate and educate our clients on Workday capabilities and limitations including new release management + Provide solutions on the fly and demonstrate the ability to think strategically Required Qualifications: + Bachelor's Degree, preferably in Human Resources, Human Resources Information Management or other Human Resources related degrees + At least 4 years of experience working in Workday Recruiting configurations and/or integrations + At least 4 years of experience supporting/using Workday as an HCM system with a primary focus on the Recruiting module, preferably with a Workday Partner or directly with Workday Clients + At least 4 years of experience serving as a workstream lead on HCM Recruiting implementations or optimization engagements, from design to deployment + Ability to travel 10% - 50%, on average, based on the work you do and the clients and industries/sectors you serve + Limited immigration sponsorship may be available Preferred Qualifications: + Active Workday Recruiting Certification + 2+ years of experience or exposure to Workday Talent and Performance module + Demonstrated proficiency in Microsoft Excel, Visio and PowerPoint, with at least 2 years' experience creating advanced Excel models (e.g., pivot tables, VLOOKUP, data analysis) The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Deloitte, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $107,600 - $198,400. You may also be eligible to participate in a discretionary annual incentive program, subject to the rules governing the program, whereby an award, if any, depends on various factors, including, without limitation, individual and organizational performance. Possible Locations: Atlanta, Austin, Baltimore, Bellevue, Birmingham, Boca Raton, Boise, Boston, Charlotte, Chicago, Cincinnati, Cleveland, Columbus, Costa Mesa, Dallas, Davenport, Dayton, Denver, Des Moines, Detroit, Fort Worth, Fresno, Grand Rapids, Hartford, Hermitage, Houston, Huntsville, Indianapolis, Inglewood, Jacksonville, Jericho, Jersey City, Kansas City, Las Vegas, Los Angeles, Louisville, McLean, Memphis, Miami, Midland, Minneapolis, Morristown, Nashville, New Orleans, New York, Omaha, Philadelphia, Pleasanton, Pittsburgh, Portland, Princeton, Raleigh, Richmond, Rochester, Rosslyn, San Antonio, San Diego, San Francisco, San Jose, Seattle, St. Louis, Stamford, Tallahassee, Tampa, Tempe, Tulsa, Washington DC Information for applicants with a need for accommodation: ************************************************************************************************************ For more information about Human Capital, visit our landing page at: ******************************************************************************************************* #HCFY26 #IIOFY26 All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status, or any other legally protected basis, in accordance with applicable law.

The Human Resources Director, Talent Acquisition provides services that will contribute to the achievement of aggressive business goals. Handle the administration and management of the day-to-day operation and plan the strategic direction of the Human Resources Talent Acquisition Team. Essential Duties & Responsibilities: Manage the life cycle of recruitment: s, advertising, sourcing, screening, interviewing, references, offers, compensation analysis, background and conflict-of-interest checks, and on-boarding in order to meet corporate goals and expectations. Manage and participate in the life cycle of employment: on-boarding, policies knowledge, benefit administration, payroll, training and development, exit procedure and unemployment. Evaluate and integrate Technical/AI solutions in Talent Acquisition to enhance efficiency and automate key processes. Lead the assessment and selection of new tools and platforms to align with business objectives. Determine and recommend Talent Acquisition policies and practices necessary to establish a strong employment process. Work closely with Compensation Team on Salary Surveys and determine the recommended job grades and wages for new and existing positions. Oversee the applicant and employee file audits for compliance. Review Affirmative Action Plan results and implement required actions if appropriate. Work with and oversee Vendors to negotiate contracts, monitor results and analyze data. Oversee background and conflict of interest checks to verify candidate eligibility and resolve any issues. Oversee the maintenance and tracking of advertising and promotional material. Monitor and maintain low Employee Turnover by modifying interview format, assessments, on-boarding and working closely with Departmental staff and management. Professionally represent ConServe in the general community. Handle communication with candidates including providing feedback, negotiating offers, and acting as point of contact for candidates. Manage and Coordinate Talent Acquisition related projects. Manage the Creation and maintenance of applicant and employee records in Human Resources Information System database. Generate reports, analyze data and share with management. Assist with the day-to-day efficient operation of the HR Department. Ability to work with all levels of management. Adherence to ConServe's Professional Practices Management System (PPMS), Code of Conduct, and Compliance Program Non-Essential Duties & Responsibilities: Other duties as assigned. Education: High School Diploma or GED Bachelor's Degree in HR, Business, or related field or equivalent combination of education and experience Professional Human Resources (PHR) or Strategic Professional Human Resources (SPHR) certification preferred Skills/ Requirements: Talent Acquisition background with broad knowledge of employment labor law, sourcing talent, compensation, organizational planning, employee relations, affirmative action plans, training, and development Ten (10) years Human Resources experience with a focus on Talent Acquisition Experience evaluating and implementing technical tools to improve efficiency. Rely on extensive experience and judgment to plan and accomplish goals. Demonstrated success in managing a group of Human Resource professionals. Provide Talent Acquisition and Compensation support and guidance to Executive Team. Works closely with Management Team to reduce Human Resource related risk. Ability to coach, counsel, train, and develop employees and staff. Ability to travel and professionally represent ConServe at job fairs, conferences, events and in the general community Ability to work hybrid in the Fairport, NY Office as needed. Ability to travel between ConServe's offices as needed Additional broad background and experience in Human Resources preferred Strong attention to detail Proficient with MS Office applications, including Microsoft Word, e-mail, Excel, PowerPoint, and internet. Excel experience utilizing various features such as formulas, pivot tables, vlookups and indexing. Strong written and verbal communication skills, with the ability to listen, persuade, and negotiate Team oriented Excellent organizational skills Ability to multi-task in a timely and effective manner in a fast paced environment US Citizen or Lawful Permanent Resident Alien with three or more years of U.S. residency from date of legal entry into U.S Ability to obtain and maintain Government Security Clearance No conflicts of interest with ConServe or our Clients Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job except for periodic breaks pursuant to applicable law. Occasionally lift and/or move up to 25 pounds. Ability to sit or remain sedentary for your entire work shift (8, 9, or 10 hour shift) Ability to talk and listen on a phone or in person for your entire work shift (8, 9, or 10 hour shift) Ability to type on a computer for extended periods. Ability to stand up your entire work shift (8, 9, or 10 hour shift) Ability to drive Reasonable accommodations may be made to the extent required under applicable law to enable individuals with disabilities to perform the essential functions of this position MISSION STATEMENT: ConServe is dedicated to satisfying the needs of our Clients in a manner consistent with improving the human condition, and that will foster the development of long term mutually beneficial relationships with our Clients, our Employees, our Suppliers and Business Partners and the Community as a whole. Disclaimer: The above job description is not a contractual or binding document; it is provided as a guide to the types of duties required to be undertaken. Duties may vary from time to time and this description is subject to review. Modifications will be made as needed to support changes in the business climate and requirements. Continental Service Group, LLC, d/b/a ConServe endeavors to make ******************** accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact our Recruiting Department at: ************, extension: 7 or by emailing: *********************. Qualified applicants will receive consideration for employment regardless of age, race, color, religion, national origin, sex, sexual orientation, gender, gender identity/expression, genetic disposition, genetic markers/carrier status, disability, creed, veteran status, military status, status as a victim of domestic violence, marital status, familial status, pregnancy, childbirth and related medical conditions, and disability, conviction (limited) or other legally protected status. ConServe is a Drug Free Workplace

Requirements SOFT SKILLS & ABILITIES: • Strong written and verbal communication skills • Pleasant and professional demeanor • Fosters great relationships, strong people skills • Ability to multi-task • Goal orientated mindset • Strong ability to synthesize information quickly and efficiently. • Ability to judge character and assess first impressions • Strong organization skills and ability to operate efficiently throughout daily tasks • Energy, enthusiasm and results-oriented EDUCATION, EXPERIENCE, & KNOWLEDGE: • Minimum 3+ years relevant recruiting experience • Recruiter Certifications a plus • Associate's degree in related field or equivalent experience • Maintains membership in SHRM • Experience in recruiting with manufacturing & IT roles a plus WORK ENVIRONMENT/PHYSICAL DEMANDS: • Use of computer and office equipment • Ability to maintain focus and effectiveness during time-sensitive situations ADDITIONAL REQUIREMENTS: • Access to reliable transportation Salary Description $75,000-$90,000.00

Why Us? At Par Health, we believe great healthcare is built on getting the essentials right. We're looking for passionate, talented individuals who share our commitment to improving lives. With 4,000+ team members worldwide, we lead with pride and purpose-prioritizing quality and safety while fostering a culture of continuous improvement, accountability, and teamwork. Elevating the Essentials isn't just our tagline, it's the higher standard we live by every day. Summary We are seeking a dynamic and experienced Recruiter to join our team onsite at our Rochester, MI facility. This role will focus on sourcing, attracting, and hiring top talent for roles within pharmaceutical manufacturing, including production, quality, engineering, and regulatory functions. The ideal candidate will have a strong understanding of the pharmaceutical industry and a proven track record of full-cycle recruiting in a fast-paced environment. Job Description Key Responsibilities: * Partner with hiring managers to understand staffing needs and develop effective recruiting strategies. * Source, screen, and interview candidates for a variety of roles in pharmaceutical manufacturing. * Manage the full recruitment lifecycle from job posting through offer negotiation and onboarding. * Maintain and update applicant tracking systems (ATS) and ensure compliance with company and regulatory standards. * Build and maintain a pipeline of qualified candidates for current and future openings. Qualifications: * 3+ years of recruiting experience, preferably in pharmaceutical or manufacturing environments. * Strong understanding of GMP, FDA regulations, and pharmaceutical production processes. * Experience with high-volume recruiting and sourcing for technical and operational roles. * Proficiency with ATS platforms and recruiting tools (LinkedIn Recruiter, Indeed, etc.). * Excellent communication, organizational, and interpersonal skills. * Ability to work independently and collaboratively in a fast-paced, onsite environment. Preferred Qualifications: * Bachelor's degree in Human Resources, Business, or related field. * Prior experience recruiting for roles such as QA/QC, production operators, validation engineers, and regulatory affairs. * Familiarity with union environments and hourly workforce recruiting. Disclaimer: The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position. EEO Statement: We comply with all applicable federal, state, and local laws prohibiting discrimination and harassment, and provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, veteran status, or genetic information, or any other classification protected by federal, state or local law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

This is a role with one of Slalom's global teams - we are open to hiring in many locations and travel will be required as needed by our clients. Who You'll Work With In today's world, fast beats slow, and the secret to speed is the intersection of people, experiences, and technology. The Global Mergers & Acquisitions team lives in and loves that intersection as we help our clients reach for and realize their desired business outcomes. We accelerate the growth of more impactful work and the evolution of Slalom. The Role: M&A Consultant/Senior Consultant What You'll Do: * Delivery areas include: * Executing operational due diligence * Creating integration strategies, plans and governance models * Building IMOs (Integration Management Office) leadership * Managing integration synergies * Developing M&A Playbooks and common practices What You'll Bring: * Proven M&A experience that has Lead IMO or Technical work streams. Understands synergy realization and has a successful track record. * Subject matter expertise in M&A advisory with emphasis on IMO management, playbooks, and operating model design * Experience working across various industries About Us Slalom is a fiercely human business and technology consulting company that leads with outcomes to bring more value, in all ways, always. From strategy through delivery, our agile teams across 52 offices in 12 countries collaborate with clients to bring powerful customer experiences, innovative ways of working, and new products and services to life. We are trusted by leaders across the Global 1000, many successful enterprise and mid-market companies, and 500+ public sector organizations to improve operations, drive growth, and create value. At Slalom, we believe that together, we can move faster, dream bigger, and build better tomorrows for all. Compensation and Benefits Slalom prides itself on helping team members thrive in their work and life. As a result, Slalom is proud to invest in benefits that include meaningful time off and paid holidays, parental leave, 401(k) with a match, a range of choices for highly subsidized health, dental, & vision coverage, adoption and fertility assistance, and short/long-term disability. We also offer yearly $350 reimbursement account for any well-being-related expenses, as well as discounted home, auto, and pet insurance. Slalom is committed to fair and equitable compensation practices. For this position, the base salary pay range is $90K - $130K for consultant, $120K-180K for senior consultant, $150K - $225K for Principal In addition, individuals may be eligible for an annual discretionary bonus. Actual compensation will depend upon an individual's skills, experience, qualifications, location, and other relevant factors. The salary pay range is subject to change and may be modified at any time. EEO and Accommodations Slalom is an equal opportunity employer and is committed to attracting, developing and retaining highly qualified talent who empower our innovative teams through unique perspectives and experiences. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veterans' status, or any other characteristic protected by federal, state, or local laws. Slalom will also consider qualified applications with criminal histories, consistent with legal requirements. Slalom welcomes and encourages applications from individuals with disabilities. Reasonable accommodations are available for candidates during all aspects of the selection process. Please advise the talent acquisition team or contact ****************************** if you require accommodations during the interview process.

We're looking for a Regional Recruiter to support multiple branches by delivering top talent across professional, engineering and IT roles. In this role, you'll partner with Market Managers, Account Managers, and Business Development teams to quickly fill open positions, build strong candidate pipelines, and ensure an exceptional candidate experience. What You'll Do * Source and engage candidates using LinkedIn Recruiter, Indeed, ZoomInfo, ATS, and proactive sourcing strategies. * Screen, qualify, and present candidates that align with client needs and job requirements. * Manage a high-volume requisition load across several locations. * Coordinate interviews, feedback loops, and candidate prep. * Maintain accurate, real-time updates in ATS and meet key recruiting metrics. * Collaborate with branch and sales teams to support existing and new client hiring needs. What You Bring * 3-5 years of staffing agency recruiting experience required. * Strong sourcing skills (Boolean, resume databases, LinkedIn). * Ability to juggle multiple roles and priorities with urgency. * Clear communication, professionalism, and a great candidate experience mindset. * Experience with ATS platforms preferred. Why Join Us * Strong leadership support and a collaborative regional team. * Access to powerful recruiting tools and technology. * Opportunities to grow into Senior Regional Recruiter, Leadership, or specialty roles. * Impactful work that directly helps clients grow and candidates succeed. Nesco Resource is an equal opportunity employer. We prohibit discrimination and harassment of any kind, ensuring a workplace free of bias based on race, color, religion, age, sex, national origin, disability, genetics, veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by law.

Company: Chick -fil -A Irondequoit Owner/Operator Bill Kaser is a Rochester native; in fact, he grew up 5 miles from where the restaurant is located! After a 15 -year career with Xerox, he set his sights on becoming a business owner and making an impact in the community he grew up in by becoming a Chick -fil -A restaurant Operator Chick -fil -A is the fastest growing Quick Service Restaurant in the nation Chick -fil -A has the highest customer service satisfaction scores for 10 consecutive years Chick -fil -A is on Forbes Lists for: Best Customer Service (2025), Customer Experience All Stars (2024), America's Dream Employers (2025), Best Brands For Social Impact (2023), Best Employers for Women (2023), America's Best Large Employers (2023), The Halo 100 (2022) Chick -fil -A has awarded $191 million in team member scholarships since 1973, with $26 million total awarded to 14,000+ winners in 2024 Value and Appreciate Employees Health Insurance Paid Vacation 401k Match Tuition Discounts at Over 100 Colleges Never work on Sundays Excellent Career Advancement Opportunities Overtime Available Opportunity We are looking for an enthusiastic, people focused leader to join our team at Chick -fil -A Irondequoit. The Talent Director plays a critical role in developing our people and sustaining a strong, values driven culture. This leader will oversee recruiting, onboarding, training, and ongoing development while partnering closely with the Operator and department Directors to ensure high standards are upheld across the restaurant. Your contribution will be essential to building future leaders, maintaining operational excellence, and creating a workplace where team members feel cared for and challenged to grow. Your Impact Leading and managing all aspects of recruiting, onboarding, orientation, and ongoing training Creating and executing people development systems including one -on -ones, performance reviews, development plans, and scorecards Developing a strong team of trainers and leaders across front and back of house Partnering cross functionally with other Restaurant Directors to identify training gaps and improve execution Driving a healthy, values aligned culture through clear expectations and consistent accountability Ensuring compliance with employee files, policies, procedures, and local and federal regulations Overseeing CARES responses, employee engagement efforts, and team morale initiatives Supporting food safety, people safety, and guest experience standards through training and coaching Participating in leadership meetings and contributing to restaurant wide goals and initiatives Remaining operationally engaged to better understand the business and identify development opportunities Background Profile 3+ years of Leadership experience Bachelor's Degree (preferred) Hospitality experience (preferred) Proven track record of developing others Passion for Chick -fil -A's values Apply now and you will be contacted ASAP.

Role and Responsibilities The Talent Acquisition (TA) Manager supports a team of Talent Acquisition Specialists to achieve the agency's full-cycle recruiting goals in a timely manner and within budget. The TA Team Leader will develop and review TA initiatives, help identify deficiencies and offer solutions to address them, and collaborate with management on hiring needs and best practices to improve our quality of hiring and retention strategies. Essential Functions Oversee Talent Acquisition team and recruiting/onboarding of new high-quality, licensed health care professionals, paraprofessionals, and office staff, across the 25-county footprint in NYS. Act as a functional manager, and is also responsible for a portion of the open requisitions and filling identified recruiting needs for the agency. Work with Senior Leadership to develop process improvements, create efficiencies, and set departmental goals. Act as an advisor for managers on challenges with recruiting and onboarding. Develop/Update, implement, and maintain recruitment strategies in support of HCR's immediate and long-term business goals. Identify opportunities and necessary process improvements related to talent acquisition. compile and analyze data relating to various people metrics to support organization initiatives such as talent management and turnover trends, and collaborate in the design and delivery of activities to support and sustain best people practices. Take initiative to further develop TA competencies. Other duties/projects as assigned. This job description reflects management's assignment of essential functions; and nothing in this herein restricts management's right to assign or reassign duties and responsibilities to this job at any time. Education Requirements Bachelor's Degree in Human Resources, Organizational Development, Business, or related field preferred. 7-10 years of related experience in a corporate or healthcare organization may be considered in lieu of degree. Qualifications and Requirements Minimum of 5 years' experience applying Talent Acquisition/Recruiting practices in a non-union environment. Proven ability to operate independently and maintain confidentiality. Customer-focused attitude, with high-level of professionalism and discretion. Exceptional technology skills Experience with the use of an applicant tracking system/HRIS are required ADP experience strongly preferred. Valid NYS driver's license with a safe driving record is required. Some travel may be required. Work Environment The TA Team Leader is primarily in an office setting and may be exposed to outdoor conditions. The working conditions are classified as light work: Light work - Exerting up to 20 pounds of force occasionally, and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Light work involves sitting most of the time. Physical Requirements The following is a description of the physical requirements on a daily basis for the TA Team Leader. While performing the duties of the job the employee is regularly expected to: Stand Sit Hear Walk Talk Stoop or kneel Repetitive motion This is not necessarily an exhaustive list of all responsibilities, duties, skills, efforts, requirements or working conditions associated with the job. While this is intended to be an accurate reflection of the current job, management reserves the right to revise the job or to require that other or different tasks be performed as assigned. EOE/AA Minority / Female / Disability / Veteran Mon - Fri with occasional weekends for events 40 per wk

Deloitte's Human Capital Offering Portfolio Our Human Capital practice is at the forefront of transforming the nature of work. As converging forces reshape industries, our team uniquely addresses the complexities of work, workforce, and workplace dynamics. We leverage sector-specific insights and cross-domain perspectives to help organizations tackle their most challenging workforce issues and align talent strategies with their strategic visions. Our practice is renowned for making work better for humans and humans better at work. Be part of this exciting era of change and join us on this transformative journey. Insights, Innovation, and Operate (IIO) Our Insights, Innovation & Operate Offering is designed to enhance key aspects of our clients' businesses by leveraging cutting-edge technology, data, and a blend of deep technical and human expertise. We innovate and deliver creative, industry-specific solutions that streamline operations and accelerate speed-to-value. Recruiting for this role ends on 3/31/26. Work you'll do: * Lead Optimization projects to help clients realize the full potential of Workday * Lead workstreams for Phase X (single module) deployments in Workday HCM space (primarily in Recruiting) * Lead Workday projects in the space of additional country roll outs, M&A. * Conduct health checks for clients that are already live on Workday, resulting in helping to define a roadmap for Workday optimization * Serve as Subject Master Expert for other Workday post-production engagements in accordance with your areas of expertise * Lead AMS engagements by providing services in your module of expertise, working seamlessly with our onshore and offshore teams * Guide, communicate and educate our clients on Workday capabilities and limitations including new release management * Provide solutions on the fly and demonstrate the ability to think strategically Required Qualifications: * Bachelor's Degree, preferably in Human Resources, Human Resources Information Management or other Human Resources related degrees * At least 4 years of experience working in Workday Recruiting configurations and/or integrations * At least 4 years of experience supporting/using Workday as an HCM system with a primary focus on the Recruiting module, preferably with a Workday Partner or directly with Workday Clients * At least 4 years of experience serving as a workstream lead on HCM Recruiting implementations or optimization engagements, from design to deployment * Ability to travel 10% - 50%, on average, based on the work you do and the clients and industries/sectors you serve * Limited immigration sponsorship may be available Preferred Qualifications: * Active Workday Recruiting Certification * 2+ years of experience or exposure to Workday Talent and Performance module * Demonstrated proficiency in Microsoft Excel, Visio and PowerPoint, with at least 2 years' experience creating advanced Excel models (e.g., pivot tables, VLOOKUP, data analysis) The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Deloitte, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $107,600 - $198,400. You may also be eligible to participate in a discretionary annual incentive program, subject to the rules governing the program, whereby an award, if any, depends on various factors, including, without limitation, individual and organizational performance. Possible Locations: Atlanta, Austin, Baltimore, Bellevue, Birmingham, Boca Raton, Boise, Boston, Charlotte, Chicago, Cincinnati, Cleveland, Columbus, Costa Mesa, Dallas, Davenport, Dayton, Denver, Des Moines, Detroit, Fort Worth, Fresno, Grand Rapids, Hartford, Hermitage, Houston, Huntsville, Indianapolis, Inglewood, Jacksonville, Jericho, Jersey City, Kansas City, Las Vegas, Los Angeles, Louisville, McLean, Memphis, Miami, Midland, Minneapolis, Morristown, Nashville, New Orleans, New York, Omaha, Philadelphia, Pleasanton, Pittsburgh, Portland, Princeton, Raleigh, Richmond, Rochester, Rosslyn, San Antonio, San Diego, San Francisco, San Jose, Seattle, St. Louis, Stamford, Tallahassee, Tampa, Tempe, Tulsa, Washington DC Information for applicants with a need for accommodation: ************************************************************************************************************ For more information about Human Capital, visit our landing page at: ******************************************************************************************************* #HCFY26 #IIOFY26 Deloitte is committed to providing reasonable accommodations for people with disabilities. If you require a reasonable accommodation to participate in the recruiting process, please direct your inquiries to the Global Call Center (GCC) at *****************************. Recruiting tips From developing a stand out resume to putting your best foot forward in the interview, we want you to feel prepared and confident as you explore opportunities at Deloitte. Check out recruiting tips from Deloitte recruiters. Benefits At Deloitte, we know that great people make a great organization. We value our people and offer employees a broad range of benefits. Learn more about what working at Deloitte can mean for you. Our people and culture Our inclusive culture empowers our people to be who they are, contribute their unique perspectives, and make a difference individually and collectively. It enables us to leverage different ways of thinking, ideas, and perspectives, and bring more creativity and innovation to help solve our clients' most complex challenges. This makes Deloitte one of the most rewarding places to work. Our purpose Deloitte's purpose is to make an impact that matters for our people, clients, and communities. At Deloitte, purpose is synonymous with how we work every day. It defines who we are. Our purpose comes through in our work with clients that enables impact and value in their organizations, as well as through our own investments, commitments, and actions across areas that help drive positive outcomes for our communities. Learn more. Professional development From entry-level employees to senior leaders, we believe there's always room to learn. We offer opportunities to build new skills, take on leadership opportunities and connect and grow through mentorship. From on-the-job learning experiences to formal development programs, our professionals have a variety of opportunities to continue to grow throughout their career. As used in this posting, "Deloitte" means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see ********************************* for a detailed description of the legal structure of Deloitte LLP and its subsidiaries. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status, or any other legally protected basis, in accordance with applicable law. Qualified applicants with criminal histories, including arrest or conviction records, will be considered for employment in accordance with the requirements of applicable state and local laws, including the Los Angeles County Fair Chance Ordinance for Employers, City of Los Angeles's Fair Chance Initiative for Hiring Ordinance, San Francisco Fair Chance Ordinance, and the California Fair Chance Act. See notices of various fair chance hiring and ban-the-box laws where available. Fair Chance Hiring and Ban-the-Box Notices | Deloitte US Careers Requisition code: 315422 Job ID 315422

The Corporate Recruiter role is to attract candidates to interview, join the company & nurture a healthy culture. In addition, the Recruiter nurtures relationships with successful candidates that ensures long-term retention. A successful Recruiter will collaborate with management on a regular basis and proactively identify a pipeline for future hiring needs. This role should also be able to attract candidates using various sources, like social media, job boards, networks and employee referrals. REPORTS TO: Director of Finance & Administration DIRECT REPORTS: None ESSENTIAL FUNCTIONS • Responsible for active and passive sourcing and recruitment of candidates by using job boards, social media, historical databases, etc. • Manage multiple openings simultaneously • Screen candidates resumes and job applications • Assess applicants' relevant knowledge, skills, soft skills, experience and aptitudes • Act as a point of contact and build influential candidate relationships during the selection process • Promote company's reputation as “best place to work” on social pages and at community events thru Recruitment Marketing and by building relationships with community organizations • Direct candidates to apply through Applicant Tracking System • Conduct or attend interviews, pre-screening & run reference check calls to ensure we hire top qualified candidates • Work with hiring manager to present offer letters to top candidates • Coordinate campus career fairs, develop relationships, and promote ComTec careers & branding at local & state universities to reach future generation candidates • Recommend updates to s based on relevant and current trends • Work with marketing to craft postings and communications that will drive interest from potential candidates to our opportunities • Conduct 60 day formal touch base meetings with new hires to nurture retention and process improvements • Collaborates with leadership team to develop, administer & oversee career pathing & mentoring program • SharePoint file maintenance of job descriptions ADDITIONAL RESPONSIBILITIES: • Maintain recruiting certifications to ensure we are using the most up to date technologies and recruitment practices • Maintain daily timesheet and expense report entries and submit them accurately and timely • Support HR functions as needed • Other duties as required Requirements SOFT SKILLS & ABILITIES: • Strong written and verbal communication skills • Pleasant and professional demeanor • Fosters great relationships, strong people skills • Ability to multi-task • Goal orientated mindset • Strong ability to synthesize information quickly and efficiently. • Ability to judge character and assess first impressions • Strong organization skills and ability to operate efficiently throughout daily tasks • Energy, enthusiasm and results-oriented EDUCATION, EXPERIENCE, & KNOWLEDGE: • Minimum 3+ years relevant recruiting experience • Recruiter Certifications a plus • Associate's degree in related field or equivalent experience • Maintains membership in SHRM • Experience in recruiting with manufacturing & IT roles a plus WORK ENVIRONMENT/PHYSICAL DEMANDS: • Use of computer and office equipment • Ability to maintain focus and effectiveness during time-sensitive situations ADDITIONAL REQUIREMENTS: • Access to reliable transportation Salary Description $75,000-$90,000.00

Full-time Description ABOUT US G&H is a world leader in optical designing, testing and manufacturing. As experts in the technology of light, G&H works with customers to provide optical systems, assemblies, and components for demanding applications Headquartered in Ilminster Somerset, UK with primary operations in the USA and Europe, G&H is recognized for the breadth of their acousto-optic, electro-optic, crystal-optic, fiber optic, and precision optic products. G&H is recognized as the preferred source for OEMs in the life sciences, industrial, and aerospace and defense industries, with a history of quality and excellence that dates back over seventy-five years. ROLE The Senior Manager, Total Rewards & HR Site Lead plays a dual role: (1) Total Rewards Leadership: designing, implementing, and managing global compensation and benefits programs; ensuring equity, compliance, employee value, and fiscal responsibility. (2) HR Site Leadership for Rochester: serving as the on-site HR representative, coaching leaders, supporting employees, and enabling a high-performance, engaged culture. This role requires strong analytical capability, excellent judgment, multi-state compliance awareness, and the ability to balance strategic planning with hands-on execution. This role will be instrumental in ensuring our total rewards strategy supports the attraction, retention, and engagement of top talent while maintaining internal equity and compliance across all markets. RESPONSIBILITIES & PERFORMANCE MEASURES I. Total Rewards (Compensation & Benefits) Program Strategy, Design & Administration Design and maintain compensation structures, global job frameworks, salary bands, and leveling methodologies that support organizational growth. Conduct role evaluations, compensation placement, job benchmarking, and internal equity audits; advise leaders on offers, promotions, and pay adjustments. Administer the annual merit and bonus cycle, including modeling, budgeting, data validation, and communication materials for managers and employees. Lead the development and administration of short-term incentive plans; evaluate eligibility, metrics, plan governance, and ROI. Market Competitiveness & Cost Prudence Conduct market benchmarking (multi-state and global) using external tools/vendors; recommend pay adjustments based on market movement, retention risk, and performance alignment. Partner with HR, Finance, and Executive leadership to forecast compensation and benefit costs and evaluate financial impact. Benefits & Vendor Management Manage U.S. benefits (health, dental, vision, life, disability, retirement, wellness), and collaborate with global HR for UK/local statutory benefits. Lead annual renewals, open enrollment, and benefit program analysis; recommend plan design changes to improve value and cost efficiency. Manage brokers and benefit vendors, negotiate service terms, monitor service delivery, ensure compliance, and track utilization trends. Evaluate and introduce programs that support employee well-being, mental health, retention, and total reward value. Compliance, Auditing & Governance Ensure compliance with ERISA, ACA, FLSA, COBRA, HIPAA, IRS requirements, and multi-state employment laws. Establish documentation, recordkeeping standards, and audit controls for compensation and benefits. Lead pay equity reviews, reporting, and remediation recommendations. Communication & Continuous Improvement Develop clear employee and manager tools (guides, FAQs, training, compensation tools). Track, analyze, and report performance and utilization of total rewards programs; propose actionable improvements. Align deliverables to G&H values: customer focus, integrity, action, unity, precision - with continuous improvement behavior expected. II. HR Site Lead - Rochester, NY Employee & Leader Support Serve as primary point of contact for Rochester employees and leadership teams on employment matters, HR procedures, policy interpretation, and employee relations. Take ownership of internal investigations, performance issues, documentation, and escalations; partner with legal and HR leadership where appropriate. Provide coaching to managers on employee development, disciplinary actions, and performance optimization. Employee Engagement & Culture Lead site-level engagement initiatives, corporate training, communication efforts, and local employee events that reinforce our values and support a positive work environment. Coordinate site engagement surveys and action planning; track engagement metrics, communication effectiveness, and follow-through progress. Support the creation and sustainability of a positive, safe, collaborative, and inclusive workplace culture aligned with company values. Talent & Performance Management Facilitate goal-setting, performance reviews, calibration, and development planning processes at the site. Support training and development programs; advise leaders on succession planning and skill development needs. Assist with headcount planning, staffing strategies, and workforce analytics in partnership with Talent Acquisition and business leaders. Policy Compliance & Documentation Promote compliance with multi-state employment laws, HR policies, and organizational standards. Maintain accurate HR records, EEO, and documentation in partnership with HRIS and compliance teams. Recommend HR process and policy improvements based on site needs and legal changes. HR Reporting, Metrics & Administration Prepare site HR reports, turnover analyses, workforce trends, and risk indicators; advise leaders on data-driven actions. Maintain employee files, data integrity, and reporting accuracy; recommend new tools and enhancements for efficiency. Collaboration & Communication Represent Rochester HR in global HR initiatives; ensure alignment with corporate programs and compliance requirements. Drive transparent, respectful communication between HR and business partners across departments and regions. Qualifications & Skills Bachelor's degree in HR, Business, Finance, or related field (Master's is a plus). 7+ years of compensation and benefits experience and 5+ years of HRBP/Generalist work, ideally in a manufacturing, engineering, or technology-driven environment. Strong financial modeling, analytics, and advanced Excel capability (required). Deep knowledge of U.S. employment law and benefits regulations; global exposure preferred. Proven ability to translate complex technical concepts into clear employee communication. Strong interpersonal skills with the ability to influence leaders and build trust. Experience in a multi-site, international, or fast-growing environment preferred. Note: This is not intended to be exhaustive in every respect, but rather to clearly define the fundamental purpose, responsibilities and dimensions for the role. Therefore, this does not describe any individual role holder. In addition to the contents of this job description, employees are expected to undertake all other reasonable and related tasks allocated by their line manager. The Company is committed to providing equal employment opportunities for all employees and applicants for employment. The Company does not discriminate in employment opportunity or practices on the grounds of gender, race, religion or belief, age, disability, sexual orientation, gender identity, protected veteran status, or any other characteristic protected by national laws under which the Company operates. Potential candidates should be aware that many of the employment roles at Gooch & Housego are subject to government security and export control restrictions. These restrictions mean that factors such as your nationality, any nationalities that you may have previously held and your place of birth, could restrict the roles you are eligible to perform within the organization. All UK applicants must, as a minimum, be able to successfully complete security vetting to the UK government's Baseline Personnel Security Standard, which includes a criminal record check being performed. Many roles may also require higher levels of security vetting to be completed, where applicants must typically have been continuously resident within the UK for the past five to ten years. In the instance that the position will involve having access to items and technical data that may be controlled under U.S. export laws and regulations ("U.S. Export Control Laws"), including but not limited to the Export Administration Regulations ("EAR") and the International Traffic in Arms Regulations ("ITAR"). To comply with the U.S. Export Control Laws, and in conjunction with the review of candidates for those positions within G&H that may present access to export-controlled technical data, G&H must assess whether candidates are "U.S. persons" as defined under the EAR (15 C.F.R. Part 772) and the ITAR (22 C.F.R. § 120.15). Certain questions asked during the application process are intended to assess this and will be used for evaluation purposes only. Failure to provide the necessary information in this regard will result in our inability to consider you further for this position.

Our Deloitte Human Capital team helps organizations create value through people performance. We work with clients to reimagine work, the workforce, and the workplace across the enterprise and to transform their HR functions with AI and emerging technology. With the rapid pace of change in today's world, you will help clients answer questions like: How do I access, develop, and motivate my workforce? What should my AI strategy be for the HR function? Do I have the right organization and culture to enable performance? Join our team to make work better for humans and humans better at work. Recruiting for this role ends on January 31, 2026. Work you'll do As an Oracle HCM Cloud Core HR Lead, you will: * Oversee and drive end-to-end Oracle HCM Cloud Core HR implementations, ensuring successful delivery across all project phases to include requirements gathering, design, build, testing, etc. * Lead the configuration of the Core HR module, ensuring alignment with business processes and requirements * Perform project tasks independently and lead workstreams, directing the efforts of others * Participate in and lead the development of deliverable content that meets the needs of the client and contract * Review deliverables for accuracy and quality * Use your prior experience to anticipate client needs and formulate solutions to client issues The Team Deloitte's Government and Public Services (GPS) practice - our people, ideas, technology and outcomes-is designed for impact. Serving federal, state, & local government clients as well as public higher education institutions, our team of professionals brings fresh perspective to help clients anticipate disruption, reimagine the possible, and fulfill their mission promise. Our HR Strategy & Technology offering develops leading global HR strategies and implements HR technologies that drive transformation, maximize the workforce experience, and sustain HR effectiveness and value while navigating a world of disruption. Qualifications: Required: * 5+ years of experience delivering HCM solutions, to include experience in all phases of the technology implementation lifecycle such as requirements gathering, design, build, go-live, and testing * 1+ years of experience leading the configuration of the Oracle HCM Cloud Core HR module * Bachelor's degree * Ability to travel up to 50%, on average, based on the work you do and the clients and industries/sectors you serve * Must be legally authorized to work in the United States without the need for employer sponsorship, now or at any time in the future Preferred: * Oracle HCM Core HR certified The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Deloitte, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $108,000 to $198,000. You may also be eligible to participate in a discretionary annual incentive program, subject to the rules governing the program, whereby an award, if any, depends on various factors, including, without limitation, individual and organizational performance. Information for applicants with a need for accommodation: ************************************************************************************************************ Deloitte is committed to providing reasonable accommodations for people with disabilities. If you require a reasonable accommodation to participate in the recruiting process, please direct your inquiries to the Global Call Center (GCC) at *****************************. Recruiting tips From developing a stand out resume to putting your best foot forward in the interview, we want you to feel prepared and confident as you explore opportunities at Deloitte. Check out recruiting tips from Deloitte recruiters. Benefits At Deloitte, we know that great people make a great organization. We value our people and offer employees a broad range of benefits. Learn more about what working at Deloitte can mean for you. Our people and culture Our inclusive culture empowers our people to be who they are, contribute their unique perspectives, and make a difference individually and collectively. It enables us to leverage different ways of thinking, ideas, and perspectives, and bring more creativity and innovation to help solve our clients' most complex challenges. This makes Deloitte one of the most rewarding places to work. Our purpose Deloitte's purpose is to make an impact that matters for our people, clients, and communities. At Deloitte, purpose is synonymous with how we work every day. It defines who we are. Our purpose comes through in our work with clients that enables impact and value in their organizations, as well as through our own investments, commitments, and actions across areas that help drive positive outcomes for our communities. Learn more. Professional development From entry-level employees to senior leaders, we believe there's always room to learn. We offer opportunities to build new skills, take on leadership opportunities and connect and grow through mentorship. From on-the-job learning experiences to formal development programs, our professionals have a variety of opportunities to continue to grow throughout their career. As used in this posting, "Deloitte" means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see ********************************* for a detailed description of the legal structure of Deloitte LLP and its subsidiaries. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status, or any other legally protected basis, in accordance with applicable law. Qualified applicants with criminal histories, including arrest or conviction records, will be considered for employment in accordance with the requirements of applicable state and local laws, including the Los Angeles County Fair Chance Ordinance for Employers, City of Los Angeles's Fair Chance Initiative for Hiring Ordinance, San Francisco Fair Chance Ordinance, and the California Fair Chance Act. See notices of various fair chance hiring and ban-the-box laws where available. Fair Chance Hiring and Ban-the-Box Notices | Deloitte US Careers Requisition code: 319899 Job ID 319899

The Corporate Recruiter role is to attract candidates to interview, join the company & nurture a healthy culture. In addition, the Recruiter nurtures relationships with successful candidates that ensures long-term retention. A successful Recruiter will collaborate with management on a regular basis and proactively identify a pipeline for future hiring needs. This role should also be able to attract candidates using various sources, like social media, job boards, networks and employee referrals. REPORTS TO: Director of Finance & Administration DIRECT REPORTS: None ESSENTIAL FUNCTIONS * Responsible for active and passive sourcing and recruitment of candidates by using job boards, social media, historical databases, etc. * Manage multiple openings simultaneously * Screen candidates resumes and job applications * Assess applicants' relevant knowledge, skills, soft skills, experience and aptitudes * Act as a point of contact and build influential candidate relationships during the selection process * Promote company's reputation as "best place to work" on social pages and at community events thru Recruitment Marketing and by building relationships with community organizations * Direct candidates to apply through Applicant Tracking System * Conduct or attend interviews, pre-screening & run reference check calls to ensure we hire top qualified candidates * Work with hiring manager to present offer letters to top candidates * Coordinate campus career fairs, develop relationships, and promote ComTec careers & branding at local & state universities to reach future generation candidates * Recommend updates to s based on relevant and current trends * Work with marketing to craft postings and communications that will drive interest from potential candidates to our opportunities * Conduct 60 day formal touch base meetings with new hires to nurture retention and process improvements * Collaborates with leadership team to develop, administer & oversee career pathing & mentoring program * SharePoint file maintenance of job descriptions ADDITIONAL RESPONSIBILITIES: * Maintain recruiting certifications to ensure we are using the most up to date technologies and recruitment practices * Maintain daily timesheet and expense report entries and submit them accurately and timely * Support HR functions as needed * Other duties as required Requirements SOFT SKILLS & ABILITIES: * Strong written and verbal communication skills * Pleasant and professional demeanor * Fosters great relationships, strong people skills * Ability to multi-task * Goal orientated mindset * Strong ability to synthesize information quickly and efficiently. * Ability to judge character and assess first impressions * Strong organization skills and ability to operate efficiently throughout daily tasks * Energy, enthusiasm and results-oriented EDUCATION, EXPERIENCE, & KNOWLEDGE: * Minimum 3+ years relevant recruiting experience * Recruiter Certifications a plus * Associate's degree in related field or equivalent experience * Maintains membership in SHRM * Experience in recruiting with manufacturing & IT roles a plus WORK ENVIRONMENT/PHYSICAL DEMANDS: * Use of computer and office equipment * Ability to maintain focus and effectiveness during time-sensitive situations ADDITIONAL REQUIREMENTS: * Access to reliable transportation

Our Deloitte Human Capital team helps organizations create value through people performance. We work with clients to reimagine work, the workforce, and the workplace across the enterprise and to transform their HR functions with AI and emerging technology. With the rapid pace of change in today's world, you will help clients answer questions like: How do I access, develop, and motivate my workforce? What should my AI strategy be for the HR function? Do I have the right organization and culture to enable performance? Join our team to make work better for humans and humans better at work. Recruiting for this role ends on January 31, 2026. Work you'll do As an Oracle HCM Cloud Core HR Lead, you will: + Oversee and drive end-to-end Oracle HCM Cloud Core HR implementations, ensuring successful delivery across all project phases to include requirements gathering, design, build, testing, etc. + Lead the configuration of the Core HR module, ensuring alignment with business processes and requirements + Perform project tasks independently and lead workstreams, directing the efforts of others + Participate in and lead the development of deliverable content that meets the needs of the client and contract + Review deliverables for accuracy and quality + Use your prior experience to anticipate client needs and formulate solutions to client issues The Team Deloitte's Government and Public Services (GPS) practice - our people, ideas, technology and outcomes-is designed for impact. Serving federal, state, & local government clients as well as public higher education institutions, our team of professionals brings fresh perspective to help clients anticipate disruption, reimagine the possible, and fulfill their mission promise. Our HR Strategy & Technology offering develops leading global HR strategies and implements HR technologies that drive transformation, maximize the workforce experience, and sustain HR effectiveness and value while navigating a world of disruption. Qualifications: Required: + 5+ years of experience delivering HCM solutions, to include experience in all phases of the technology implementation lifecycle such as requirements gathering, design, build, go-live, and testing + 1+ years of experience leading the configuration of the Oracle HCM Cloud Core HR module + Bachelor's degree + Ability to travel up to 50%, on average, based on the work you do and the clients and industries/sectors you serve + Must be legally authorized to work in the United States without the need for employer sponsorship, now or at any time in the future Preferred: + Oracle HCM Core HR certified The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Deloitte, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $108,000 to $198,000. You may also be eligible to participate in a discretionary annual incentive program, subject to the rules governing the program, whereby an award, if any, depends on various factors, including, without limitation, individual and organizational performance. Information for applicants with a need for accommodation: ************************************************************************************************************ All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status, or any other legally protected basis, in accordance with applicable law.