Integrity Express Logistics, LLC is an International Logistics company based in Cincinnati, OH. We are a family-owned company with over 30 years of logistics experience. 

Through the years, we have developed strong relationships with our customers and carriers across the continent. Integrity thrives on earning your trust through innovative technology and operational efficiency, to better customize logistic services. 

Our strength lives in all of our people. They have extended our tradition of service and integrity to companies in every location and situation, and take pride in making us one of the most resilient resources in the transportation industry.

Industry: Transportation, Logistics, Supply Chain and Storage
Company Size: 501-1,000 employees

Integrity Express Logistics

Savvy Admin PROD

The HR Business Partner (HRBP) position is responsible for delivering practical, people-centered HR support aligned with business needs. Serving as a trusted advisor to employees and managers, this role supports employee relations, performance management, and HR policy guidance while ensuring consistency, fairness, and mitigating risk. This role works closely with the managers in the groups they support to promote a positive, high-performance, service-driven culture. This position reports to the Human Resources Director.

**Responsibilities**

- Act as a trusted advisor and subject matter expert to employees at every step of their IEL journey; providing care, guidance and coaching while effectively mitigating business risk

- Address and resolve complex employee relations matters, including conducting thorough, objective, and well-documented investigations

- Build a performance-based culture by engaging with managers and employees; coach managers on nurturing high performance and addressing under-performance on their teams

- Provide guidance to employees and managers within their client groups, as well as HR team members on a wide variety of HR processes, programs, policies, and tools

- Support leaders in navigating sensitive employee relations matters, including performance management, terminations, and other employment related issues

- Appropriately escalate or transition matters to the correct partners, ensuring a seamless handoff and exceptional customer experience

- Proactively identify process improvement opportunities and contribute to solutions that enhance efficiency and consistency

- Ensure the seamless delivery of our employee experience, driving service excellence with a focus on efficiency and consistency in the experience we deliver

- Build and maintain strong, collaborative relationships with stakeholders to improve the employee experience, share information and influence change

- Share best practices and collaborate with peers to develop solutions to complex or challenging situations

- Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies

- Partner with members of the HR team on specific projects on an as needed basis

**Requirements**

- Bachelor’s degree

- 3-5 years of Employee Relations Experience

- Ability to communicate ideas and data in a persuasive and appropriate manner

- Strong coaching, conflict resolution and ability to have difficult conversations

- Excellent organizational skills and attention to detail

- Collaborative, innovative and customer-focused

- Must possess the ability to thrive in a team-based environment and work effectively with employees of all levels

- Excellent time management skills with a proven ability to meet deadlines

- Proficient with Microsoft Office Suite

- Ability to travel as needed; a few times each year on average

**Preferred**

- SHRM-CP or PHR

- Experience working with Workday HCM

- Workday Pro

- Experience supporting a remote client group

We are committed to providing reasonable accommodations for qualified individuals with disabilities in our job application procedures. If you need assistance or an accommodation due to a disability, you may contact us at HR@intxlog.com or call 1-888-374-5138 ext. 4.

US Based Employees - At IEL, we are committed to providing equal employment opportunities for all persons, regardless of age, ancestry, color, religious creed (including religious dress or grooming practice), family and medical care leave status, disability (mental and physical) including HIV and AIDS, marital status, medical condition (including cancer and genetic characteristics), genetic information, military status, protected veteran status, status as a victim of domestic violence or stalking, familiar status, national origin, race, sex, pregnancy, childbirth, breastfeeding or related medical condition, gender identity or expression, sexual orientation and or any other category protected by law.

Human Resources Business Partner

Introducing QXO.

Industry: Wholesale Building Materials
Company Size: 11-50 employees

QXO, Inc. (NYSE: QXO) is the largest publicly traded distributor of roofing, waterproofing, and related products, and the second largest publicly traded distributor of lumber and building materials in North America. QXO is the fastest growing company in the $800 billion building products distribution industry and plans to become the tech-enabled leader by delivering best-in-class customer satisfaction and outsized returns for its shareholders. The company is targeting $50 billion in annual revenues within the next decade through accretive acquisitions and organic growth.

**What You'll Do**

**Position Summary**

The Director, HR Business Partner (HRBP) for IT, Technology, and Infrastructure serves as a strategic advisor to senior technology and infrastructure leaders. Aligning people strategy with business priorities in complex, fast‑evolving environments. This role is a hands-on, data-driven partner who influences organizational design, workforce planning, leadership capability, and transformation initiatives to enable long-term scalability and operational excellence. Not a traditional HR support function.

**Key Responsibilities**

**Strategic Partnership & Enterprise Business Alignment**

- Partner with CIO, CTO, and Supply Chain leadership to translate business and technology strategies into actionable people plans, aligning workforce strategy to product roadmaps, infrastructure priorities, and operational goals.

- Develop and execute a multi-year people strategy aligned to enterprise objectives, growth targets, and operational priorities.

- Partner with executive leadership to drive organizational design, workforce optimization, succession planning, and leadership capability development.

- Leverage advanced HR analytics and predictive workforce data to inform executive decision-making and improve business outcomes.

- Provide a clear point of view and challenge senior leaders to drive accountability, organizational effectiveness, and talent outcomes.

**Organizational Design & Transformation**

- Lead large-scale change initiatives including restructuring, acquisitions, integrations, workforce realignment, and operating model transformation.

- Drive continuous improvement of talent systems, performance frameworks, and leadership accountability standards.

- Identify organizational capability gaps and implement enterprise-aligned solutions to strengthen leadership bench strength and succession depth.

- Build and lead scenario-based workforce planning tied to investment strategy, cost optimization, and roadmap delivery.

- Partner with business and finance leaders to inform build vs. buy vs. outsource workforce decisions.

- Partner cross-functionally with Operations, Finance, Legal, and Corporate HR Centers of Excellence (Total Rewards, Talent Acquisition, HR Ops, Learning & Development) to ensure cohesive execution of strategic initiatives.

**Talent Strategy & Leadership Development**

- Architect and lead comprehensive regional talent strategies encompassing acquisition, development, engagement, retention, and succession.

- Champion executive and high-potential leadership development initiatives in partnership with corporate Learning & Development teams.

- Elevate performance management systems to drive accountability, high performance, and measurable business impact.

- Ensure diversity, equity, inclusion, and belonging strategies are embedded into talent systems and leadership expectations.

**Culture, Engagement & Employee Relations**

- Shape and reinforce a high-performance, people-centric culture aligned with enterprise values.

- Translate employee engagement insights into executive-level actions that improve retention, productivity, and morale.

- Provide executive communications support during change initiatives and strategic rollouts. Lead and advise on complex employee relations matters, balancing business needs.

**What You'll Bring**

- Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree strongly preferred.

- 10-12 years of progressive HR leadership experience, including senior-level partnership.

- 5+ years of supporting technical executives, understanding technical teams complexity, and experience with high-growth engineering organizations.

- Experience supporting engineering, product, or infrastructure organizations (Agile, DevOps, SRE environments).

- Understanding of competitive technical talent markets and hiring strategies.

- Experience supporting organizations undergoing significant transformation (e.g., ERP implementations, scaling, or operational change).

- Ability to operate effectively in high-growth, ambiguous, and fast-paced environments

- Demonstrated ability to operate as a strategic partner to executive leadership, with a track record of influencing difficult decisions.

What you'll earn

- 401(k) with employer match

- Medical, dental, and vision insurance

- PTO, company holidays, and parental leave

- Paid training and certifications

- Legal assistance and identity protection

- Pet insurance

- Employee assistance program (EAP)

**QXO is an Equal Opportunity Employer. **~~We value diversity and do not discriminate on the basis of race, color, religion, gender or sexual orientation, national origin, age, disability, or any other protected status.~~

To comply with Pay Transparency laws, employers must disclose an annual salary range. Actual offers depend on factors such as location, experience, skills, and market data. This position may also offer variable compensation.

**Salary Range**

USD $189,000.00 - USD $220,000.00 /Yr.

Director, HR Business Partner (Seattle)

In Mandarin Chinese, Bafang Yunji ("八方雲集") simply means to bring the best of all ingredients from near and far, and to share it with our friends in one gathering place. 

Founded in 1998, we have operated under three basic principles: Altruism, Sharing & Charity. We offer quality ingredients and affordable menu of safe, fresh and scratch-made offerings in a fast-paced dining environment. We never chase profit: our reason for growth is to share the best with our communities. Our people grow with us, and we grow in turn to better serve our customers.

Industry: Restaurants
Company Size: 51-200 employees

Bafang Dumpling

**Position Summary **

The Human Resources Operations Manager owns the day-to-day execution of the people function — payroll, benefits, HRIS, compliance, employee lifecycle, and HR service delivery. This role ensures accurate and timely payroll, a well-administered benefits program, clean people data, and a smooth employee experience from onboarding through offboarding. The HR Operations Manager partners with Finance, IT, and HR Business Partners to scale processes, improve systems, and keep the company audit-ready.

**Key Responsibilities **

**Payroll Administration **

- Own end-to-end multi-state payroll processing (semi-monthly or bi-weekly) for exempt, non-exempt, and contingent workers.

- Review and approve timesheets, PTO, bonuses, commissions, retro pay, garnishments, and final paychecks in accordance with state and federal wage and hour laws.

- Reconcile payroll reports, GL postings, and tax filings; partner with Finance on month-end close and audits.

- Manage relationships with payroll vendors (ADP, Paychex, Gusto, Rippling, or similar) and ensure timely tax deposits, W-2, 1099, and ACA filings.

- Stay current on FLSA, state wage laws, paid leave laws, and local pay transparency requirements; proactively update pay practices.

**Benefits Management **

- Administer all employee benefits programs including medical, dental, vision, life, disability, FSA/HSA, 401(k), commuter, EAP, and voluntary benefits.

- Lead annual open enrollment — vendor selection, plan design recommendations, employee communications, and HRIS configuration.

- Manage day-to-day benefits operations: new hire enrollments, qualifying life events, COBRA, leaves of absence (FMLA, ADA, state leave), and terminations.

- Reconcile monthly carrier invoices, resolve discrepancies, and process funding to vendors.

- Serve as the primary employee point of contact for benefits questions and escalations; deliver clear, empathetic guidance.

- Ensure compliance with ERISA, HIPAA, ACA, Section 125, and 5500 filings; coordinate annual non-discrimination testing and audits.

**HRIS & People Data **

- Serve as system administrator for the HRIS (Workday, BambooHR, Rippling, UKG, ADP WFN, or similar) — configuration, workflows, permissions, integrations, and reporting.

- Maintain accurate employee records across hire, transfer, promotion, comp change, and termination events.

- Build dashboards and recurring people reports (headcount, turnover, time-to-fill, comp ratios, EEO-1, diversity metrics).

- Lead system implementations, upgrades, and integrations across HRIS, payroll, benefits, ATS, and Finance/ERP platforms.

**Compliance & Risk **

- Ensure compliance with federal, state, and local employment laws (FLSA, FMLA, ADA, ADEA, Title VII, EEO, OSHA, state wage and leave laws).

- Maintain and update the employee handbook, policies, and SOPs; communicate changes to managers and employees.

- Prepare and submit required filings: EEO-1, VETS-4212, OSHA 300A, 5500s, state new-hire reporting, and Workers' Compensation reports.

- Manage I-9 / E-Verify compliance, employment verifications, and unemployment claims.

- Support internal and external audits (payroll, 401(k), workers' comp, benefits) and respond to government inquiries.

**Employee Lifecycle & HR Service Delivery **

- Own onboarding and offboarding operations: offer letters, background checks, I-9s, system provisioning, orientation logistics, and exit processes.

- Administer the leave of absence program end-to-end, coordinating with managers, payroll, and third-party administrators.

- Manage employee tickets and HR inbox; define SLAs and continuously improve response quality and time.

- Partner with HR Business Partners on employee relations matters requiring documentation, investigations, or separations.

**Process Improvement & Leadership **

- Document and continuously improve HR operations processes; automate manual work where possible.

- Lead and develop a small HR Operations team (HR Coordinators, Payroll Specialist, Benefits Specialist) as the function grows.

- Partner cross-functionally with Finance, IT, Legal, and HR Business Partners to deliver an excellent employee experience.

- Manage HR vendors, brokers, and consultants — including contract negotiations and performance reviews.

**Qualifications **

- Bachelor's degree in Human Resources, Business Administration, Accounting, or related field (or equivalent experience).

- 6+ years of progressive HR operations experience, with at least 2 years managing payroll and benefits in a multi-state environment.

- Hands-on experience administering an HRIS and payroll platform (e.g., Workday, ADP, Rippling, UKG, BambooHR, Paychex, Gusto).

- Demonstrated knowledge of US federal and multi-state employment law, payroll tax, ERISA, ACA, FMLA, and ADA.

- Experience leading open enrollment and partnering with brokers and carriers.

- Prior people management or team lead experience preferred.

- PHR / SPHR / SHRM-CP / SHRM-SCP and/or CPP (Certified Payroll Professional) strongly preferred.

**Skills & Competencies **

- Exceptional attention to detail and a strong sense of ownership over accuracy and confidentiality.

- Strong analytical skills — comfortable in Excel/Google Sheets (pivot tables, VLOOKUP/XLOOKUP, formulas) and HRIS reporting.

- Clear, empathetic written and verbal communication; able to explain complex pay and benefits topics in plain language.

- Strong project management skills; able to run multiple workstreams (payroll cycles, OE, audits) in parallel.

- Vendor management and negotiation experience.

- Discretion in handling sensitive employee, pay, and medical information.

- Proficiency in Microsoft Office Suite and/or Google Workspace.

- Bilingual English/Spanish or English/Mandarin is a plus, but not required.

Human Resources Operations Manager

STARZ (www.starz.com), a Lionsgate company, is a leading global media streaming platform committed to delivering premium content that amplifies narratives by, about and for women and underrepresented audiences. STARZ is home to the highly rated and first-of-its-kind STARZ app that offers the ability to stream or download STARZ premium content, as well as the flagship domestic STARZ® service, including STARZ ENCORE, 17 premium pay TV channels, and the associated on-demand and online services. In 2018, STARZ launched its international premium streaming platform STARZPLAY, now LIONSGATE+, to provide subscribers access to bold, curated storytelling. LIONSGATE+, coupled with the STARZPLAY ARABIA joint venture in MENA and Lionsgate Play in South and Southeast Asia, has a footprint that extends across the globe. STARZ and LIONSGATE+ are available across digital OTT platforms and multichannel video distributors, including cable operators, satellite television providers, and telecommunications companies around the world. In February 2021, STARZ launched #TakeTheLead, a multi-faceted and innovative inclusion initiative expanding its existing efforts to improve representation on screen, behind the camera and throughout the company.

Industry: Entertainment Providers
Company Size: 501-1,000 employees

Starz

**Job Description**

The Director, HR Business Partner supports staff-level employees across the organization (all roles below Vice President), partnering closely with managers and directors to identify, develop and implement talent strategies. This role blends strong day-to-day HR partnership with hands-on execution in a lean HR function—owning employee relations, performance guidance, and core talent processes, while also supporting key administrative workflows.

**Key Responsibilities**

**HR Business Partnership (Staff-Level Support)**

- Serve as the primary HR partner for assigned client groups and staff-level employees (non-VP population).

- Coach people leaders on performance expectations, feedback, team dynamics, and day-to-day people decisions.

- Provide guidance on HR policies, processes, and best practices; ensure consistent application across teams.

- Partner with business leaders on organizational design, workforce planning, and headcount management

- Build trusting relationships with employees and leaders; act as a reliable point of contact for HR support.

- Coordinate with shared services teams to ensure the effective delivery of HR programs and services.

- Leverage understanding of key drivers of the business to achieve effective HR solutions aligned to organizational goals

**Employee Relations & Performance Support**

- Manage employee relations issues, including intake, documentation, investigations (as needed), and resolution, partnering with HR leadership and Legal when appropriate.

- Guide managers through performance conversations, corrective action, performance improvement plans, and terminations.

- Help identify trends in engagement, turnover, or performance and recommend practical interventions.

**Talent Processes (Hiring, Onboarding, Development)**

- Partner with Talent Acquisition and hiring managers to support recruiting for staff-level roles: role scoping, interview and feedback process, , and offer alignment.

- Support onboarding for new hires, including manager guidance (as needed) and employee check-ins to drive early success.

- Contribute to performance review cycles, calibration support, and development planning below VP level.

- Promote internal mobility and career development by helping clarify levels, expectations, and growth paths.

**HR Administrative Execution (Team Support)**

Manage and execute employee lifecycle changes (job changes, transfers, promotions, manager changes, exits) with accurate documentation and system updates, including:

- Ensuring employee data is accurate in Workday by submitting job changes, position updates, and terminations and auditing employee data.

- Generating letters and other documentation, such as case notes, performance improvement plans, corrective action notices, relocation letters, and other documents in alignment with internal templates and processes.

- Ensuring exit process is completed, including sending exit packets.

- Submitting employment, severance, and retention agreement requests to legal, circulating for execution, and updating systems with agreement terms, such as one-time payment requests and agreement tracking.

- Following internal policies and controls around handling employee data and documents and ensuring employee files are updated.

- Submitting job requisitions to Talent Acquisition.

- Ensuring position management in Workday is updated through regular auditing and updating position details.

- Partnering with HRIS on metrics and reporting (headcount, turnover, case logs, trend analysis, etc.) for client groups and leadership to create actionable insights

- Partnering with HRIS on opportunities to streamline workflows, update SOPs, and improve templates/tools.

**Culture, Engagement & Change Support**

- Partner closely with the Learning and Development team to support engagement initiatives, assess employee/manager training needs, identify opportunities for broader skill development needs/gaps

- Assist with organizational changes (team shifts, new people leaders, policy updates) by helping leaders communicate clearly and implement smoothly.

- Model company values and help foster an inclusive, respectful workplace.

**Required Qualifications**

- 8+ years of progressive HR experience, including substantial HRBP work.

- Demonstrated experience supporting a broad employee population (exempt and non-exempt preferred) in a fast-paced, corporate environment.

- Strong business acumen and solid skills in employee relations, performance management, coaching, and HR documentation.

- Comfortable balancing high-touch employee support with operational follow-through and administrative tasks.

- Strong judgment, discretion, and ability to handle sensitive matters appropriately.

- Working knowledge of HR compliance basics and employment practices; ability to escalate thoughtfully.

- Ability to collaborate with employees at all levels.

- Possess high level of curiosity and strong critical thinking skills.

- Bachelor’s degree or equivalent experience required (HR certification a plus).

**Compensation**

$150,000 - $170,000

**About STARZ**

STARZ (NASDAQ: STRZ) is the leading premium entertainment destination for women and underrepresented audiences, and home to some of the most popular franchises and series on television. STARZ offers a robust programming mix for discerning adult audiences, including boundary-breaking originals and an expansive lineup of blockbuster movies, and is embodied by its brand positioning “We’re All Adults Here.” Complementary to any platform or service, STARZ is available across a wide range of digital OTT platforms and multichannel video distributors and is a bundling partner of choice. STARZ is powered by an industry-leading advanced technology, data analytics and digital infrastructure and the highly rated and first-of-its-kind STARZ app.

**Our Benefits**

- Full Coverage – Medical, Vision, and Dental

- Annual discretionary bonus and merit increase

- Work/Life Balance – generous sick days, vacation days, holidays, and wellness days

- 401(k) company matching

- Tuition Reimbursement (up to graduate degree)

**EEO Statement**

~~Starz is an equal employment opportunity employer. All employees and applicants are evaluated on the basis of their qualifications, consistent with applicable state and federal laws. In addition, Starz will provide reasonable accommodations for qualified individuals with disabilities. Starz will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of applicable state and federal law. ~~

Director, HR Business Partner

SpartanNash (Nasdaq: SPTN) is a food solutions company that delivers the ingredients for a better life. As a distributor, wholesaler and retailer with a global supply chain network, SpartanNash customers span a diverse group of national accounts, independent and chain grocers, e-commerce retailers, U.S. military commissaries and exchanges, and the Company’s own brick-and-mortar grocery stores, pharmacies and fuel centers. SpartanNash distributes grocery and household goods, including fresh produce and its Our Family® portfolio of products, to locations in all 50 states, in addition to distributing to the District of Columbia, Europe, Cuba, Puerto Rico, Honduras, Iraq, Kuwait, Bahrain, Qatar, Djibouti, Korea and Japan. To support its distribution business, the Company operates a strategically developed network of large-scale distribution facilities and a nationwide transportation fleet. In addition, the Company owns and operates 144 supermarkets – primarily under the banners of Family Fare, Martin’s Super Markets and D&W Fresh Market – and shares its operational insights to drive innovative solutions for SpartanNash food retail customers. Committed to fostering a People First culture, the SpartanNash family of Associates is 17,000 strong. For more information, visit spartannash.com.

Industry: Transportation, Logistics, Supply Chain and Storage
Company Size: 10,001+ employees

SpartanNash

As a member of the C&S Wholesale Grocers family of companies, SpartanNash is a food solutions company that delivers the ingredients for a better life. A distributor, wholesaler and retailer with a global supply chain network, SpartanNash distributes grocery and household goods, including fresh produce and the Our Family® portfolio of products, to locations in all 50 states.

Our braggingly happy team members — ranging from bakery managers to order selectors; from IT developers to vice presidents of finance; from HR Business Partners to export specialists — create braggingly happy customers spanning national accounts, independent and chain grocers, e-commerce retailers, U.S. military commissaries and exchanges, and the Company’s own brick-and-mortar grocery stores, pharmacies and fuel centers.

Ready to contribute to the success of our food solutions company? Apply now!

**Location:**

2026 N. Saginaw - Midland, Michigan 48640

As a member of the C&S Wholesale Grocers family of companies, SpartanNash is a food solutions company that delivers the ingredients for a better life. A distributor, wholesaler and retailer with a global supply chain network, SpartanNash distributes grocery and household goods, including fresh produce and the Our Family® portfolio of products, to locations in all 50 states.

Our braggingly happy team members — ranging from bakery managers to order selectors; from IT developers to vice presidents of finance; from HR Business Partners to export specialists — create braggingly happy customers spanning national accounts, independent and chain grocers, e-commerce retailers, U.S. military commissaries and exchanges, and the Company’s own brick-and-mortar grocery stores, pharmacies and fuel centers.

Ready to contribute to the success of our food solutions company? Apply now!

**Location:**

2026 N. Saginaw Rd. Midland, MI 48640

At Family Fare, relationships matter – and, as a retail store associate, you are essential to our success. We are looking for talented individuals who are ready to make an immediate impact at our retail stores.

Ready to learn, grow and thrive? Join our team today!

**Accepting Applications For**

- Cashier

- Guest Assistant

- Produce Associate

- Deli Associate

- Meat Associate

- Barista

- Pharmacy Technician

**Family Fare Is Proud To Provide**

- A clean, safe work environment – we follow rigorous cleaning procedures, complete daily associate health screenings, and continue to implement new measures to keep our family of associates and store guests safe and healthy.

- Competitive wages and 401k match.

- Career development and training programs.

- The ability to earn paid vacation

- Opportunities for medical, dental and vision insurance

- 10% associate discount.

**In Return, We Ask That Our Associates Bring**

An absolute customer-focus.

A friendly, enthusiastic attitude.

Good verbal communication and an approachable demeanor.

Attention to detail – especially where product quality is concerned.

Dedication to keeping our work environment safe, respectful, and fun.

As part of our **People First ** culture, SpartanNash is proud to offer a robust and competitive Total Rewards benefits package.

SpartanNash is an Equal Opportunity Employer that invests in Associate development, recognizes and celebrates success, fosters two-way communication, and promotes a sense of belonging. We are committed to providing equal employment opportunities to all individuals, including those with disabilities and Veterans.

We are not able to sponsor work visas for this position.

As part of our **People First ** culture, SpartanNash is proud to offer a robust and competitive Total Rewards benefits package.

SpartanNash is an Equal Opportunity Employer that invests in Associate development, recognizes and celebrates success, fosters two-way communication, and promotes a sense of belonging. We are committed to providing equal employment opportunities to all individuals, including those with disabilities and Veterans.

We are not able to sponsor work visas for this position.

Retail Associate

At Johnson & Johnson MedTech, we are working to solve the world’s most pressing healthcare challenges through innovations at the intersection of biology and technology. With deep expertise in surgery, orthopaedics, cardiovascular, and vision, we design healthcare solutions that are smarter, less invasive and more personalized. We are developing the next generation of med tech solutions to tackle the most pervasive and complex health challenges for people around the world.

Industry: Hospitals and Health Care
Company Size: 10,001+ employees

Johnson & Johnson MedTech

At Johnson & Johnson, we believe health is everything. Our strength in healthcare innovation empowers us to build a world where complex diseases are prevented, treated, and cured, where treatments are smarter and less invasive, and solutions are personal. Through our expertise in Innovative Medicine and MedTech, we are uniquely positioned to innovate across the full spectrum of healthcare solutions today to deliver the breakthroughs of tomorrow, and profoundly impact health for humanity. Learn more at jnj.com

As guided by Our Credo, Johnson & Johnson is responsible to our employees who work with us throughout the world. We provide an inclusive work environment where each person is considered as an individual. At Johnson & Johnson, we respect the diversity and dignity of our employees and recognize their merit.

**Job Function**

Human Resources

**Job Sub Function**

HR Business Partners

**Job Category**

Professional

**All Job Posting Locations:**

Palm Beach Gardens, Florida, United States of America, Raritan, New Jersey, United States of America, Raynham, Massachusetts, United States of America, Warsaw, Indiana, United States of America

**Job Description**

DePuy Synthes is recruiting for an HR Sr. Manager, Quality & Regulatory, located in Raynham (MA), Cork (Ireland), Palm Beach Gardens (FL), Warsaw (IN), Leeds (UK), or New Jersey.

Please note that this role is available across multiple countries and may be posted under different requisition numbers to comply with local requirements. While you are welcome to apply to any or all of the postings, we recommend focusing on the specific country(s) that align with your preferred location(s):

US - Requisition Number: R-071893

UK - Requisition Number: R-073369

Ireland - Requisition Number: R-073370

Remember, whether you apply to one or all of these requisition numbers, your applications will be considered as a single submission.

Johnson & Johnson announced plans to separate our Orthopedics business to establish a standalone orthopedics company, operating as DePuy Synthes. The process of the planned separation is anticipated to be completed within 18 to 24 months, subject to legal requirements, including consultation with works councils and other employee representative bodies, as may be required, regulatory approvals and other customary conditions and approvals. Should you accept this position, it is anticipated that, following conclusion of the transaction, you would be an employee of DePuy Synthes and your employment would be governed by DePuy Synthes employment processes, programs, policies, and benefit plans. In that case, details of any planned changes would be provided to you by DePuy Synthes at an appropriate time and subject to any necessary consultation processes.

**Job Overview**

The HR Senior Manager, Quality & Regulatory Affairs will be the primary HR partner to senior leaders in Quality, Regulatory Affairs and Patient Safety Depuy Synthes organization.

He/she will actively support and coach business leaders and will also drive Talent Management, Organizational Design and Change Management. They will address complex organizational challenges by providing strong HR leadership in support of business goals, enterprise, and HR strategies.

The position plays a critical role in enabling supply chain performance, strengthening customer trust, and supporting DePuy Synthes’ mission to deliver innovative orthopedic solutions.

Key Responsibilities

- Serve as a trusted HR partner to leaders across Quality, Regulatory Affairs and Patient Safety, providing strategic and operational HR support.

- Translate business priorities into aligned people and workforce strategies.

- Partner on organizational design, workforce planning, and capability development to support evolving operating models.

- Support talent management processes including talent reviews, succession planning, and leadership development.

- Act as a coach and advisor to leaders on organizational health, engagement, and leadership effectiveness.

- Enable SC & Operations transformation initiatives through effective change leadership.

- Partner with Employee Relations, Legal, and other people related functions to address employee relations topics.

- Collaborate with HR Centers of Excellence and regional HR teams to deliver integrated HR solutions.

**Where Required To Be Managed Locally**

- Document handling: Print, stamp/seal, mail/ship, distribute, and route documents for wet signatures.

- Records management: Store/archive/retrieve HR documents; fulfill requests; coordinate offsite storage; scan and name for Veeva.

- Compliance/admin: Upload/submit filings; print and hand-deliver to agencies; support audits and onsite audit coordination.

**Qualifications**

Required:

- Bachelor’s degree and 6+ years of progressive HR experience.

- Experience partnering with senior leaders in global, operational organizations.

- Strong background in organizational design, talent management, and change leadership.

**Preferred**

- Experience in medical devices, healthcare, or other regulated industries

- Exposure to global Supply Chain or Operations organizations.

**Other**

- Language: English proficiency required.

- Travel: Up to ~15–20%, primarily domestic with some international travel.

For more information on how we support the whole health of our employees throughout their wellness, career and life journey, please visit www.careers.jnj.com.

Johnson & Johnson is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, protected veteran status or other characteristics protected by federal, state or local law. W - e actively seek qualified candidates who are protected veterans and individuals with disabilities as defined under VEVRAA and Section 503 of the Rehabilitation Act.

Johnson & Johnson is committed to providing an interview process that is inclusive of our applicants’ needs. If you are an individual with a disability and would like to request an accommodation, external applicants please contact us via https://www.jnj.com/contact-us/careers, internal employees contact AskGS to be directed to your accommodation resource.

#DePuySynthesCareers

**Required Skills**

**Preferred Skills:**

Business Alignment, Coaching, Employee Relationships, Employee Retention, HR Business Partnership, HR Strategic Management, Human Resources Consulting, Human Resources Law, Interpersonal Influence, Organizational Change Management, Organizational Development (OD), Organizing, Problem Solving, Process Improvements, Project Management, Talent Management, Technical Credibility

**The anticipated base pay range for this position is :**

$122,000.00 - $212,750.00

**Additional Description For Pay Transparency**

Subject to the terms of their respective plans, employees are eligible to participate in the Company’s consolidated retirement plan (pension) and savings plan (401(k)).

**Benefits**

Subject to the terms of their respective policies and date of hire, employees are eligible for the following time off benefits:

Vacation –120 hours per calendar year

Sick time - 40 hours per calendar year; for employees who reside in the State of Colorado –48 hours per calendar year; for employees who reside in the State of Washington –56 hours per calendar year

Holiday pay, including Floating Holidays –13 days per calendar year

Work, Personal and Family Time - up to 40 hours per calendar year

Parental Leave – 480 hours within one year of the birth/adoption/foster care of a child

Bereavement Leave – 240 hours for an immediate family member: 40 hours for an extended family member per calendar year

Caregiver Leave – 80 hours in a 52-week rolling period10 days

Volunteer Leave – 32 hours per calendar year

Military Spouse Time-Off – 80 hours per calendar year

For additional general information on Company benefits, please go to: - https://www.careers.jnj.com/employee-benefits

Sr. Manager, Quality & Regulatory

At Johnson & Johnson, we believe health is everything. Our strength in healthcare innovation empowers us to build a world where complex diseases are prevented, treated, and cured, where treatments are smarter and less invasive, and solutions are personal. Through our expertise in Innovative Medicine and MedTech, we are uniquely positioned to innovate across the full spectrum of healthcare solutions today to deliver the breakthroughs of tomorrow, and profoundly impact health for humanity. Learn more at jnj.com

As guided by Our Credo, Johnson & Johnson is responsible to our employees who work with us throughout the world. We provide an inclusive work environment where each person is considered as an individual. At Johnson & Johnson, we respect the diversity and dignity of our employees and recognize their merit.

**Job Function**

Human Resources

**Job Sub Function**

HR Business Partners

**Job Category**

Professional

**All Job Posting Locations:**

Raynham, Massachusetts, United States of America

**Job Description**

Johnson & Johnson announced plans to separate our Orthopaedics business to establish a standalone orthopaedics company, operating as DePuy Synthes. The process of the planned separation is anticipated to be completed within 18 to 24 months, subject to legal requirements, including consultation with works councils and other employee representative bodies, as may be required, regulatory approvals and other customary conditions and approvals. Should you accept this position, it is anticipated that, following conclusion of the transaction, you would be an employee of DePuy Synthes and your employment would be governed by DePuy Synthes employment processes, programs, policies, and benefit plans. In that case, details of any planned changes would be provided to you by DePuy Synthes at an appropriate time and subject to any necessary consultation processes.

DePuy Synthes is recruiting for a(n) Manager, Legal, HCC, GCA, Security, located in Raynham, Massachusetts.

The Manager, Legal, HCC, GCA, Security plays a critical role in supporting DePuy Synthes by providing strategic legal and compliance leadership across Healthcare Compliance (HCC), Global Corporate Affairs (GCA), and security‑related matters. This role partners closely with business leaders to enable compliant business growth, manage risk, and uphold ethical standards in a highly regulated environment. The position offers the opportunity to make a meaningful impact on patient trust, business integrity, and organizational resilience while operating at the intersection of law, compliance, and corporate governance.

Key Responsibilities

- Provide legal and compliance guidance related to healthcare compliance, corporate affairs, and security matters.

- Support the development, implementation, and monitoring of HCC programs, policies, and controls.

- Partner with business, compliance, and functional leaders to assess and mitigate legal and regulatory risks.

- Advise on investigations, audits, and compliance issues, including remediation and corrective actions.

- Support governance processes and provide legal input on corporate and external communications.

- Collaborate with security teams on matters related to risk management, incident response, and employee safety.

- Monitor regulatory developments and provide proactive guidance to stakeholders.

- Promote a strong culture of ethics, compliance, and accountability aligned with the Johnson & Johnson Credo.

**Where Required To Be Managed Locally**

- Document handling: Print, stamp/seal, mail/ship, distribute, and route documents for wet signatures.

- Records management: Store/archive/retrieve HR documents; fulfill requests; coordinate offsite storage; scan and name for Veeva.

- Compliance/admin: Upload/submit filings; print and hand-deliver to agencies; support audits and onsite audit coordination.

**Qualifications**

~~Education:~~

- Bachelor’s degree in Law, Business Administration, or a related field is required.

- Juris Doctor (JD) or equivalent legal qualification is preferred.

**Required**

~~Experience and Skills:~~

- Typically 6-8 years of progressive experience in legal, compliance, or regulatory roles within a regulated industry.

- Demonstrated experience supporting healthcare compliance or corporate compliance programs.

- Strong understanding of regulatory, legal, and ethical requirements applicable to healthcare or life sciences organizations.

- Proven ability to partner with senior stakeholders and influence decision‑making.

- Strong analytical, risk assessment, and problem‑solving skills.

- Excellent written and verbal communication skills.

**Preferred**

- Experience working in medical devices, pharmaceuticals, or other life sciences sectors.

- Exposure to global or regional compliance programs.

- Experience supporting investigations, audits, or regulatory interactions.

- Familiarity with corporate security, risk management, or crisis response frameworks.

- Experience working in matrixed or global organizations.

**Other**

- Language: English proficiency is required.

- Travel: Up to 10–20% domestic and international travel.

- Certifications: Legal, compliance, or ethics certifications are preferred.

For more information on how we support the whole health of our employees throughout their wellness, career and life journey, please visit www.careers.jnj.com.

Johnson & Johnson is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, protected veteran status or other characteristics protected by federal, state or local law. We actively seek qualified candidates who are protected veterans and individuals with disabilities as defined under VEVRAA and Section 503 of the Rehabilitation Act.

Johnson & Johnson is committed to providing an interview process that is inclusive of our applicants’ needs. If you are an individual with a disability and would like to request an accommodation, external applicants please contact us via https://www.jnj.com/contact-us/careers, internal employees contact AskGS to be directed to your accommodation resource.

#DePuySynthesCareers

**Required Skills**

**Preferred Skills:**

Change Management, Coaching, Consulting, Employee Engagement, Employee Relationships, Employee Retention, HR Business Partnership, HR Strategic Management, Human Resources Consulting, Human Resources Law, Interpersonal Influence, Organizational Change Management, Problem Solving, Process Improvements, Talent Management, Technical Credibility

**The anticipated base pay range for this position is :**

$102,000.00 - $177,100.00

**Additional Description For Pay Transparency**

Subject to the terms of their respective plans, employees are eligible to participate in the Company’s consolidated retirement plan (pension) and savings plan (401(k)).

**Benefits**

Subject to the terms of their respective policies and date of hire, employees are eligible for the following time off benefits:

-  Vacation –120 hours per calendar year

-  Sick time - 40 hours per calendar year; for employees who reside in the State of Colorado –48 hours per calendar year; for employees who reside in the State of Washington –56 hours per calendar year

-  Holiday pay, including Floating Holidays –13 days per calendar year

-  Work, Personal and Family Time - up to 40 hours per calendar year

-  Parental Leave – 480 hours within one year of the birth/adoption/foster care of a child

-  Bereavement Leave – 240 hours for an immediate family member: 40 hours for an extended family member per calendar year

-  Caregiver Leave – 80 hours in a 52-week rolling period10 days

-  Volunteer Leave – 32 hours per calendar year

-  Military Spouse Time-Off – 80 hours per calendar year

For additional general information on Company benefits, please go to: - https://www.careers.jnj.com/employee-benefits

Manager, Legal, HCC, GCA

Online testing has become a more common practice versus the traditional classroom environment. Students are actively enrolling in online classes for secondary and post-secondary schooling. Not only is the tuition lower, but the flexibility of testing time and location is attractive. But are all online proctoring services safe and secure against cheating and personal data theft?

At ExamRoom.AI®, we see the need for increased protection without compromising the integrity of the test or the ease of taking the test. Our experienced team of developers has created a seamless platform for online proctoring and is continuously working to make our system safe and secure for the test takers and for the integrity of the content provided.

With the deployment of our own algorithms and the creation of a registration and verification process based on the candidate’s biometrics, through FIDO technology (where all personal data is secure, parsed, and is not saved on any of our servers), our clients and candidates can test with confidence knowing that their personal information and test content is protected at the highest level. 

Let ExamRoom.AI® be your go to for the proctoring of your online testing.

Industry: Education Administration Programs
Company Size: 201-500 employees

ExamRoom.AI®

**Position Title: **HR Business Partner

**Work Location: **Florida, US

**Supervises: **HR Team

**Shift: ** US Shift

**Position Overview **

The Human Resources Business Partner (HRBP) serves as a strategic partner to

business leaders, aligning people strategy with organizational goals. This role is

responsible for delivering comprehensive HR solutions across talent management,

employee relations, organizational development, and performance management. The

HRBP collaborates closely with management and employees to foster a high-

performance culture, ensure compliance, and drive employee engagement that

supports the company’s mission and business objectives.

Key Responsibilities

**1. Strategic HR Partnership **

• Partner with business leaders to align HR strategies with business objectives.

• Provide consultative guidance on organizational structure, workforce planning, and talent development.

• Support business transformation initiatives by driving change management and employee engagement efforts.

**2. Employee Relations s Compliance **

• Manage and resolve complex employee relations issues with professionalism and fairness.

• Conduct thorough and objective investigations and recommend appropriate resolutions.

• Ensure compliance with local labor laws and company policies, reducing legal risks.

• Partner with the Legal department on employee matters requiring compliance oversight.

**3. Performance Management s Development **

• Provide coaching, feedback, and performance management support to line managers.

• Guide leaders on employee development, succession planning, and retention strategies.

• Drive initiatives that enhance morale, productivity, and organizational effectiveness.

**4. Talent Acquisition s Onboarding Support **

• Collaborate with Talent Acquisition to define hiring needs and participate in the selection process.

• Support offer management, promotions, and internal transfers in line with compensation frameworks.

• Ensure smooth onboarding and integration for new hires and international assignees.

**5. HR Policy s Process Management **

• Provide guidance and interpretation of HR policies and procedures.

• Identify opportunities for HR process improvement and standardization across business units.

• Ensure consistent application of HR practices aligned with company culture and values.

**6. Learning s Development **

• Identify training and development needs within business units.

• Partner with LCD teams to design and evaluate training programs to ensure effectiveness.

• Support leadership development initiatives and executive coaching as required.

**7. HR Metrics s Analytics **

• Analyze HR trends and metrics to develop insights and proactive solutions.

• Provide data-driven recommendations to improve workforce planning and employee engagement.

**8. Collaboration s Leadership **

• Conduct regular meetings with business unit leaders and employees to maintain alignment.

• Act as a mentor and coach within the HR team, promoting a culture of collaboration and excellence.

• Participate in cross-functional HR projects to enhance organizational capability.

**Qualifications **

Education s Experience

• MBA in Human Resource, Business Administration, bachelor’s degree in human resources or a related field (master’s preferred).

• Minimum **2-4 years ** of experience in HRBP or similar HR generalist roles.

• Proven experience in handling complex employee relations and organizational development.

• Strong understanding of HR disciplines including compensation, performance management, diversity, and labor law compliance.

**Technical Skills **

• Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint) and HRIS systems.

• Knowledge of HR analytics tools and metrics-based decision-making.

• Familiarity with employment laws and regulatory requirements in India.

**Soft Skills **

• Strong interpersonal and communication skills with the ability to influence stakeholders.

• High emotional intelligence and problem-solving ability.

• Excellent organizational and time management skills with attention to detail.

• Ability to work independently and collaboratively in a dynamic environment.

Wizehire is an award-winning, end-to-end hiring platform that marries innovative software with the hands-on expert support you need to grow your team with confidence. Since 2014, Wizehire has been leveling the playing field for growing businesses with our people-first approach to recruiting, engaging, and onboarding top talent. Our solutions provide you with an intuitive applicant tracking system, hiring experts, and resources like research-driven screening methodologies, industry-optimized job templates, and a growing suite of onboarding integrations to save you time. Over 18,000 businesses trust Wizehire to help grow their teams.

Industry: Technology, Information and Internet
Company Size: 51-200 employees

Wizehire

Are you interested in a role with huge growth potential where you have the opportunity to play a key strategic role on a team? We’re hiring a highly organized and people-oriented human resources manager to ensure our business runs smoothly. You will be consulted by top management on strategic planning and business administration, oversee employee relations, and maximize our sustainability and profitability. Job seekers should be flexible, detail-oriented, and exhibit a high level of professionalism.

**Compensation**

$80,000 - $110,000 yearly

**Responsibilities**

- Help shape decision-making through data-driven recommendations on strategic planning, business administration, and the annual budget

- Develop and implement personnel policies and procedures, and advise on improvements

- Manage human resources programs including employee benefits, training, and company evaluation and compensation

- Process and maintain internal documents, paperwork, records, and reports

- Manage the relationship between employees and managers and advise on important issues such as equal employment opportunity and sexual harassment

- Lead a Team of HR professionals to support the Bedrosians Organization

- Lead the development and implementation of HR initiatives and systems that align with our company's goals.

- Oversee recruitment efforts to ensure we attract, onboard, and retain top talent.

- Provide guidance and support to management on employee relations and performance management.

- Develop and monitor overall HR strategies, systems, and procedures across the organization.

- Ensure legal compliance throughout human resource management, maintaining up-to-date knowledge of employment law.

- Manage and resolve complex employee relations issues, conducting effective, thorough, and objective investigations.

- Collaborate with leadership to identify and address training and development needs, enhancing employee skills and career growth opportunities.

**Qualifications**

- Candidates should be excellent leaders and communicators with strong organizational and interpersonal skills

- Over 3 years of experience in upper-level HR management

- Must possess a bachelor’s degree in business management, HR management or similar major

- Over 5 years of Human Resource Supervisory experience

- Professional in HR (PHR) or SHRM-CP certification or similar organization

**About Company**

With over 75 years of excellence, Bedrosians Tile & Stone is a family-owned industry leader importing and distributing premium tile, natural stone, porcelain, mineral surfaces, slabs, and engineered surfaces. We operate 40+ locations across the United States, serving contractors, designers, architects, builders, retailers, developers, and homeowners with unmatched product selection and expertise.

HR Director

Linkus Group - Recruitment Partners for Growing Companies

We help founders and leadership teams at companies (1-250 employees) hire the right
Linkus Group is a high-touch and well-connected agency firm who is proud to support startups, scale-ups and SMBs looking to make a big impact.

We work with Founders, Startups and SMBs 1-100 to help make the best early hires in Executive, Technology, Revenue and Operations roles. We work with a select few companies to maximize our customer's internal time and productivity.
Our number one KPI here at Linkus is repeat business.

Linkus’ highly personalized and dedicated approach to customer success has been instrumental in our growth. We bring a group of industry experts who understand the transition from startup to scale-up first-hand, and focus on building a successful recruiting strategy. From writing job descriptions to candidate experience to employee onboarding, Linkus’ recruiting experts will weave industry expertise into the hiring process every step of the way.

The feedback we get from our recruitment strategy is that the experience and successes surpass that of other firms, which have resulted in our 96% retention rate.

By working with us, you will advance your hiring objectives for positions in:
ENGINEERING
SALES
MARKETING
OPERATIONS
TECHNOLOGY
REVENUE
AND EXECUTIVES.

- GROW ACROSS CANADA AND THE UNITED STATES -

Why do candidates love to work with us?
For one, we’re experts in FIT and help place candidates on teams where they’ll thrive. You spend 90K hours in your lifetime at work so landing a “job” isn’t good enough. You’re looking for the right career path.

Top 100 Tech Companies to Watch in 2023 | Featured on @Foundersbeta | Transforming Industries and Innovating the Future

*NOTICE TO CANDIDATES: RECRUITMENT FRAUD ALERT: Linkus Group has been made aware of phishing scams using our company name. We Do Not Send Text Messages. Ignore and Delete Any Suspicious Communications Claiming to Be Us.*

Industry: Staffing and Recruiting
Company Size: 2-10 employees

Linkus Group

HR Director

**Orange County, CA | Hybrid (2 Days Onsite) **

We’re partnering with a growing organization seeking a hands-on HR Director to build and lead a scalable HR function supporting a large, multi-state hourly workforce. This is a high-impact leadership role with strong visibility across the organization and direct partnership with executive leadership.

This opportunity is ideal for an HR leader who thrives in fast-paced environments, enjoys building structure from the ground up, and brings deep expertise in California employment law, employee relations, and workers’ compensation.

What You’ll Lead

- Build and improve HR processes, policies, and infrastructure

- Serve as the internal expert on California wage & hour compliance

- Lead complex employee relations matters and workplace investigations

- Oversee workers’ compensation programs, claims, and return-to-work processes

- Partner with leadership to drive consistency, accountability, and operational excellence

- Ensure compliance across a multi-state workforce environment

What We’re Looking For

- 7–10+ years of progressive HR experience, including leadership

- Deep knowledge of California labor laws and wage & hour compliance

- Strong employee relations and investigations experience

- Workers’ compensation administration expertise

- Experience supporting high-volume hourly workforces

- Proven ability to build or transform HR infrastructure

Why Join

This is a chance to step into a foundational HR leadership role where you’ll have real ownership, executive exposure, and the opportunity to shape HR strategy, compliance, and culture across a growing organization.

Human Resources Director

Ethos Veterinary Health is at the forefront of innovation and world-class medicine. As the premier network of over 140 specialty and emergency hospitals across North America, Ethos brings together a dedicated community of more than 1,500 specialized doctors providing care for nearly 2 million pets annually. The integrated and collaborative network of veterinary professionals utilize state-of-the-art technology and a scientific, evidence-based approach to deliver compassionate, unparalleled care and rewarding careers. Committed to revolutionizing veterinary medicine, Ethos sets the standard in veterinary excellence.

Industry: Veterinary Services
Company Size: 10,001+ employees

Ethos Veterinary Health

We are seeking an on-site **HR Manager ** to provide support for our multi-site emergency and specialty veterinary hospital teams!

**Location: ** This position is **on-site **, requiring frequent travel between three hospitals.

**Compensation**

- $85k - $95k depending on experience and skill set.

Medical, dental, vision, short & long- term disability options, life insurance, flex- spending account, 401(k), Employee Assistance Program, VetBloom Access: RACE approved CE, training, and curriculum library, and more!

**About The Role**

Are you passionate about fostering a positive workplace culture and supporting a dedicated team?

As the on-site HR Manager, you will serve as the primary People Team partner for a group of three emergency and specialty veterinary hospital across Virginia. This role provides hands-on HR support to hospital leadership and employees across the full employee lifecycle, including onboarding, engagement, employee relations, performance management, compliance, and HR program implementation.

The HR Manager plays a key role in shaping our company’s culture and ensuring that we attract, develop, and retain top talent. You will play a critical role in supporting a positive and compliant workplace environment while helping leaders navigate complex employee relations matters with sound judgement and practical HR guidance. This position requires someone who is comfortable working independently, building strong relationships across teams, and balancing employee advocacy with business needs.

**Qualifications**

- Minimum 4+ years of progressive HR experience, including 2+ years handling employee relations investigations and complex workplace issues.

- Bachelor’s degree or 4+ years of HR management experience.

- Strong working knowledge of federal, state, and local employment laws, wage and hour regulations, and HR compliance practices.

- Demonstrated experience managing employee relations matters including investigations, disciplinary actions, and workplace conflict resolution.

- Experience supporting multiple HR functions such as onboarding, leave administration, performance management, and HR program implementation.

- Strong communication and stakeholder management skills, with the ability to influence leaders and build trust across all levels of the organization.

- Proven ability to exercise sound judgement, navigate ambiguity, and manage sensitive situations with discretion and professionalism.

- Strong organizational skills with the ability to manage multiple priorities in a fast-paced, operational environment.

- Proficiency with HRIS platforms and Microsoft Office; experience with Ceridian/Dayforce preferred.

**Key Responsibilities**

- Serve as the primary on-site HR partner to leadership and employees, providing guidance on employee relations, policy interpretation, and workplace concerns.

- Partner with hospital leadership to support ongoing performance management, coaching, corrective action, and organizational changes.

- Leverage data to generate meaningful HR insights and create strategies to enhance employee engagement and retention.

- Lead the full employee lifecycle for the hospital, including recruitment coordination, onboarding, offboarding, exit interviews, and employee engagement initiatives.

- Facilitate the performance review and calibration process. Provide guidance on best practices as it relates to merit, promotions, job reclassifications, and compensation changes.

- Independently manage employee relations matters, including investigations, disciplinary processes, and conflict resolution while ensuring fair and consistent application of policies. Provide detailed investigative reports and collaborate with People Business Partners and legal counsel on recommendations as appropriate/required.

- Administer leaves of absence programs, facilitate the accommodations process, and manage benefits-related inquiries in partnership with centralized HR teams.

- Maintain compliance with company policies and all applicable federal, state, and local employment laws and regulations.

- Support enterprise HR programs and initiatives, including open enrollment, training, engagement activities, and change initiatives. Collaborate with the broader People Team on HR projects, process improvements, and best practice implementation.

**Why Join Us?**

**Direct Impact: ** Serve as the dedicated HR support for a fast-paced specialty hospital where your work directly supports the people delivering critical patient care.

**Autonomy & Ownership: **Lead HR initiatives locally in partnership with hospital leaders, while partnering with a collaborative People Team across the broader Ethos network.

**Professional Growth: **Gain broad HR experience across employee relations, leadership coaching, compliance, and operational HR within a large multi-state People Team.

**Mission-Driven Work: **Be part of an organization committed to advancing veterinary medicine and providing compassionate care for pets and their families.

Ethos Veterinary Health is at the forefront of innovation and world-class medicine. As the premier network of over 140 specialty and emergency hospitals across North America, Ethos brings together a dedicated community of more than 1,500 specialized doctors providing care for nearly 2 million pets annually. The integrated and collaborative network of veterinary professionals utilize state-of-the-art technology and a scientific, evidence-based approach to deliver compassionate, unparalleled care and rewarding careers. Committed to revolutionizing veterinary medicine, Ethos sets the standard in veterinary excellence. Discover more at EthosVet.com.

Ethos Veterinary Health offers a comprehensive benefits program including medical, dental, vision, a 401k with employer match, and paid time off (including sick time) for all eligible employees. The team can provide more information about compensation and benefits for your specific location during the process. For positions based in Colorado, Ethos provides eligible employees with paid sick and safe leave and public health emergency leave in accordance with the requirements of Colorado's Healthy Families and Workplaces Act.

Ethos Veterinary Health is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran or disabled status, or genetic information. Pursuant to the San Francisco Fair Chance Ordinance, Los Angeles Fair Chance Initiative for Hiring Ordinance, and any other state or local hiring regulations, we will consider for employment any qualified applicant, including those with arrest and conviction records, in a manner consistent with the applicable regulation.

Human Resources Manager

United Metro Energy Corp. supplies bioheat, biodiesel, heating oil, ultra low sulfur diesel fuel (ULSD), natural gas and gasoline throughout the NYC Metropolitan Area and Long Island from UMEC's own storage terminals in Brooklyn and Suffolk County. Our seventy-year tradition of excellence, combined with our own delivery and service fleet, guarantees you reliable fuel quality, dependable delivery and professional HVAC installations and service. 

As the largest and most efficient distributor of biofuels in the New York Metropolitan area and Long Island, United Metro Energy uses a computerized system to track its fleet, diverse customer base, and production processes to ensure rapid response and efficient service. 

United Metro Energy is dedicated to making clean heating and transportation fuel energy solutions available to keep our country competitive and vibrant. UMEC’s business model encompasses a clear understanding of the roles that commerce, health and the environment play in sustaining a successful organization. Due to UMEC’s rigorous adherence to quality production and high performance standards, we are the preeminent provider of biofuel and has earned the BQ-9000 Certified Marketer designation from The National Biodiesel Accreditation Program.

Industry: Oil and Gas
Company Size: 51-200 employees

United Metro Energy Corp.

**Company Description **

United Metro Energy Corp. is a leading distributor of bioheat, biodiesel, heating oil, ultra-low sulfur diesel fuel, and gasoline across the New York City Metropolitan Area and Long Island. With a history spanning over seventy years, UMEC operates its own storage terminals in Brooklyn and Suffolk County, ensuring reliable fuel quality, dependable delivery, and professional HVAC services. As the largest distributor of biofuels in the region, the company leverages cutting-edge computerized systems to optimize fleet management and service efficiency. United Metro Energy is committed to providing sustainable, clean energy solutions and is proud to hold the BQ-9000 Certified Marketer designation for superior performance standards.

**Role Description **

This is a full-time, on-site role for a Human Resources Manager located in Brooklyn, NY or Woodbridge, NJ. The HR Manager will oversee daily HR operations including recruitment, onboarding, employee relations, performance management, and compliance with employment regulations. Additional responsibilities include conducting training programs, maintaining HR policies, and driving initiatives to enhance employee engagement and organizational culture.

**Qualifications **

- Strong knowledge of HR principles, including recruitment, onboarding, employee relations, and performance management

- Experience in compliance with employment laws, HR policy development, and conflict resolution

- Ability to develop and deliver employee training and engagement programs

- Excellent communication, interpersonal, and organizational skills

- Proficiency in HR software and tools for tracking and managing HR processes

- Bachelor's degree in Human Resources, Business Administration, or a related field; HR certification such as PHR or SHRM-CP is a plus

- Proven experience in a managerial HR role, preferably within the energy or logistics sector

- A results-driven approach with the ability to multi-task in a fast-paced environment



Industry: Renewable Energy Power Generation
Company Size: 11-50 employees

Peregrine Energy Solutions, LLC

**About the Company **

This is a unique opportunity to join a fast-growing energy infrastructure company with unique assets. Peregrine develops utility-scale battery energy storage systems that stabilize the grid, support AI data center expansion, and reinforce U.S. energy resilience. Peregrine Energy Solutions is a limited liability company formed in Delaware and headquartered in Boulder, Colorado.

**About the Role **

The Human Resource Manager is a newly created position and will be a valuable contributor to the organization reporting to the Senior Director of Operations. The position is responsible for coordinating and preparing the stand-alone and consolidated financial statements and management reporting for the Peregrine Group of companies among other related accounting responsibilities. The Manager will work closely with the Executive team to support organizational initiatives and recruitment as well as directly assist employees with traditional human resource issues and other administrative needs. This position can be remote with local candidates in the Denver area preferred.

**Responsibilities **

- Serve as a primary point of contact on employee’s questions and support requests.

- Perform full cycle recruitment – from posting jobs, conducting candidate screening, collecting feedback, performing background and reference checks, completing to extending offers.

- Complete new hire onboarding and welcome orientation.

- Work with team on benefits enrollment and other benefits administration.

- Assist in the development and implementation of personnel policies and procedures.

- Maintain HRIS records and generate reporting from employee database.

- Assist with performance reviews and disciplinary actions.

- Review compliance with federal and state employment regulations.

- Coordinate other administrative tasks as needed.

**Qualifications **

- Minimum 5 years’ experience preferred.

**Required Skills **

- Self-directed, yet effective working part of a collaborative team.

- Excellent verbal and written communication skills.

- Excellent organizational skills, including the ability to multi-task and adjust priorities accordingly.

- Strong decision-making and problem-solving skills.

- Working understanding of human resource principles, practices and procedures.

- Excellent time management skills with a proven ability to meet deadlines.

- Ability to function well in a high-paced and at times stressful environment.

**Preferred Skills **

- None specified.

**Pay range and compensation package **

Salary: $80,000 to $140,000 per annum based on level of experience.

Bonus: This position may be eligible to receive an annual cash incentive bonus capped at a % of your base salary and on your performance review.

Benefits: Current benefits include healthcare, dental and vision plans, a 401(k)- retirement plan, group life and disability insurance.

**Equal Opportunity Statement **

Peregrine is committed to diversity and inclusivity in the workplace.

Fields Law Firm is a Minnesota law firm representing clients who were hurt at work, in construction accidents and injuries resulting in disability claims.

At the Fields Law Firm, our attorneys will do everything they can to protect your legal rights.  They will communicate with your employer and their insurance company, make sure the proper paperwork is completed, and help you get the lost wages, medical coverage, and rehabilitation benefits that you are entitled to.

Industry: Law Practice
Company Size: 51-200 employees

Fields Law Firm

The Firm’s **Human Resources Manager ** is responsible for performing a wide variety of HR generalist duties and responsibilities including policy development, recruitment, compensation, legal compliance, benefits administration, employee relations, leave administration, and performance management. Incumbent will assist leadership with planning and implementing strategic objectives for development of the human resources function.

Remote work; May be required to work on-site 1 day per week.

In this role, you will have the opportunity to coordinate your schedule in a way that only requires a 4 day work week.

**Fields Law Firm **is a multi-state law firm with headquarters in Minnetonka, Minnesota. We represent clients who were hurt at work, in construction accidents and injuries resulting in disability claims.

**ESSENTIAL DUTIES AND RESPONSIBILITIES: **

- Partners with the leadership team to understand and execute the organization’s human resource and talent strategy while maintaining compliance with all applicable employment laws and regulations

- Provides support and guidance to management for policy implementation and interpretation; updates handbook and state supplement as needed; serves as advisor to leadership to recommend best practices, and compliance with all applicable federal, state and local laws and regulations

- Assists the CEO/Principal with the non-attorney talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, collaborates with departmental managers to understand skills and competencies required for openings; trains managers on acceptable interview practices

- Oversees onboarding and hiring process, including I-9/E-Verify compliance, writing and maintaining job descriptions, conducting onboarding, working closely with Accounting to ensure new hires are processed in payroll systems; completing pre-hire background checks

- Assists with administration of pay changes; serves as liaison with benefits brokers to assist with benefits administration; serves as internal benefits expert to assist with questions, presentations and open enrollment initiatives

- Manages leave and accommodations processes, including FMLA, ADA and any applicable state leaves or accommodations; coordinates with Accounting for payroll purposes and works closely with manager to coordinate leave

- Assists management team with performance management including assisting with employee relations issues, best practices, coaching through difficult situations, disciplinary meetings and terminations; works with managers to conduct investigations as appropriate

- Oversees the worker’s comp administration, maintains incident reports, complies with OSHA requirements, assists with safety initiatives

- Maintains personnel records, I-9 records, E-Verify records, and other human resources documentation and records in accordance with applicable law; maintains records retention schedule

- Coordinates with Accounting to ensure HR data is kept current and updated in the payroll system; may maintain electronic records using other HRIS systems as needed

- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law

- Perform a variety of hands-on duties to perform job responsibilities including prepare reports, perform data entry, make copies, attend meetings, type documents, perform filing, and other various administrative duties

- Performs other duties as assigned

**SUPERVISORY RESPONSIBLITIES **: None

**MINIMUM QUALIFICATIONS: **

- Bachelor’s degree in HR or related field and/or an equivalent combination of experience and education

- Minimum of 5 years of HR experience as a generalist working in a small to mid-sized organization; remote work environment and/or multi-state organization is preferred

- Must be well versed in current federal, state and local laws and have direct experience with EEO, ACA, ADA, FMLA, WC, HIPAA, FLSA, OSHA, ADEA, unemployment insurance, etc.

- Certification as a Senior Professional in Human Resources (SPHR) or a Professional in Human Resources (PHR) or SHRM-CP or SHRM-SCP is preferred

- Demonstrated general business acumen with fluency in business terminology, corporate processes and basic accounting principals

- Technology Experience: Advanced computer skills, including using MS Office, including Word, Excel, Power Point, Outlook; HRIS/Payroll platforms (ADP or similar); Internet; Teams/Zoom, etc.; ability to learn new technologies quickly

**Salary is in the range of $75,000 - 90,000/year Based Upon Experience **

Industry: Software Development
Company Size: 51-200 employees

Netrolynx AI

**About The Company**

Aramark is a global leader in providing food, facilities, and uniform services, dedicated to delivering innovative solutions that enhance the experiences of clients and customers worldwide. With operations spanning 15 countries, Aramark serves millions of guests daily through a diverse portfolio of services tailored to meet the unique needs of various industries, including healthcare, education, sports, and entertainment, and hospitality. The company's mission is rooted in service excellence and fostering sustainable practices that benefit communities and the environment. Aramark prides itself on cultivating an inclusive and dynamic workplace culture where employees are empowered to grow professionally and personally.

**About The Role**

The Human Resources Manager at Aramark within Mesa Verde National Park is a pivotal role responsible for overseeing comprehensive HR functions and housing support for the park's operations. This position requires a strategic thinker with a strong background in HR generalist activities, employee engagement, talent acquisition, and policy implementation. The HR Manager will serve as a key liaison between management and staff, ensuring compliance with employment laws and fostering a positive, inclusive work environment. Additionally, this role involves managing HR metrics, assisting with payroll and benefits administration, and developing onboarding initiatives to support new hires. The position offers an exciting opportunity to contribute to a unique hospitality setting nestled within a national park, providing an enriching experience for both employees and visitors alike.

**Qualifications**

- HR or SPHR certification preferred, demonstrating professional expertise in human resources management.

- Minimum of 5-7 years of progressive HR experience, including employment relations and investigations.

- Bachelor’s Degree in Business Administration, Human Resources, or a related field.

- Proficiency in Microsoft Office applications is required for effective reporting and communication.

- Experience in HR planning, organizational development, and talent acquisition is highly desirable.

- Strong analytical, problem-solving, and decision-making skills to interpret data and develop actionable insights.

- Excellent communication and interpersonal skills, capable of engaging with management at all levels.

- Ability to train, present, and facilitate discussions effectively across diverse audiences.

- Organizational skills with the ability to prioritize tasks in a fast-paced environment and handle multiple projects simultaneously.

- Initiative to improve HR processes and adapt to evolving organizational needs.

- Experience conducting investigations and resolving employment-related issues with professionalism and confidentiality.

**Responsibilities**

- Address employee concerns through issue resolution, follow-up, and providing recommendations, including hotline responses, investigations, and policy interpretation.

- Develop and implement employee engagement initiatives, including engagement action plans and organizing corporate celebration activities.

- Lead talent acquisition efforts to attract, select, and onboard qualified candidates aligned with organizational needs.

- Generate HR metrics reports and analyze data to inform decision-making and improve HR strategies.

- Assist with benefits administration and payroll processes to ensure accuracy and timeliness.

- Design and oversee onboarding programs to integrate new employees seamlessly into the organization.

- Ensure compliance with employment laws and company policies, fostering a fair and inclusive workplace culture.

- Collaborate with management to develop HR strategies that support organizational goals and employee development.

- Maintain up-to-date knowledge of HR best practices, legal requirements, and industry trends to continually enhance HR services.

**Benefits**

Aramark offers a comprehensive benefits package designed to support the well-being and professional growth of its employees. Eligible staff can access medical, dental, and vision insurance plans tailored to meet diverse needs. The company also provides work/life resources, including employee assistance programs and wellness initiatives. Retirement savings options such as 401(k) plans are available to help employees plan for their future. Paid time off benefits include vacation, parental leave, and disability coverage, promoting work-life balance. Benefits may vary based on location, employment status, and legal requirements, ensuring that each employee receives support aligned with their individual circumstances.

Equal Opportunity

Aramark is committed to fostering an inclusive and diverse workplace where all employees are treated with respect and dignity. The company provides equal employment opportunities regardless of race, color, religion, national origin, age, sex, gender, pregnancy, disability, sexual orientation, gender identity, genetic information, military status, protected veteran status, or any other characteristic protected by applicable law. Aramark actively promotes a culture of belonging and encourages applicants from all backgrounds to apply, ensuring a fair and equitable hiring process. The organization complies with all relevant laws and ordinances, including Fair Chance Acts, to support equitable employment practices.

The Home Depot, the world’s largest home improvement specialty retailer, values and rewards dedicated, knowledgeable, and experienced professionals.

We operate over 2,200 retail stores in all 50 states, the District of Columbia, Puerto Rico, the U.S. Virgin Islands, Guam, Canada, and Mexico. All of our associates have one thing in mind — helping our customers build and improve their homes. 

Join The Home Depot team today and see for yourself why we are consistently ranked as a top Fortune 500 company.

Industry: Retail
Company Size: 10,001+ employees

The Home Depot

Req180968

**Position Purpose**

The District Human Resources Manager(DHRM)plays a key role in establishing a customer service culture by driving the effective execution of HR processes. The DHRM is responsible for the planning and delivery of processes for talent management, performance management, and associate engagement for a district of 6-12 stores, with the goal of developing a workforce that achieves excellence in driving business results, customer service, and Company Values. DHRMs provide coaching and advisement to district/regional leaders, store leaders, and Associate Support Department Supervisors (ASDS). The DHRM also works as a contributing and flexible member of the district team by assisting other team members in meeting workload demands.

**Key Responsibilities**

- Ensuring effective HR Review, succession planning, and development of the leadership pipeline for the district

- Ensuring consistent quality in selection, assimilation and training of salaried managers within the district

- Providing coaching and consulting on development planning for district and store leaders

- Improving workforce diversity

- Coordinating hourly job fairs, facilitating RMA forums, and maintaining local hiring partnerships

- Partnering with store managers on the selection and ongoing training of ASDSs

- Monitoring the effectiveness of planning and executing for salaried and hourly training plans

- Facilitating, monitoring, and supporting the performance management process in a timely and effective manner, including code calibration

- Providing partnership and counsel on all terminations and demotions

- Partnering with store leadership to engage and coach associates on the floor to facilitate a customer service culture

- Ensuring effective use of Company recognition and communication processes

- Conducting store HR Town Hall meetings and following up to ensure effective execution on issues

- Supporting leaders in Employer of Choice survey administration, feedback, and action planning

- Partnering with the HR Service Center on staffing, associate relations, and other transactional processes

- Taking a leadership role in the execution of organizational change initiatives impacting the district or stores

- Serving as a first responder for labor, workplace violence, and other similar events and partnering with the Regional Associate Relations team to determine next steps and ensure final resolution

- Partnering with district leaders on strategic plans to drive business results, customer service, and alignment with Company Values

- Supporting all aspects of HR during new store openings, closings, or relocations

- Actively participating in store walks, district staff meetings and other operations activities with DM

**Direct Manager/Direct Reports**

- DHRM position reports to a Regional HR Director.

- 6-12 ASDSs have a dotted-line reporting relationship to the DHRM.

**Travel Requirements**

- Typically requires overnight travel 20% to 50% of the time.

**Physical Requirements**

- Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.

**Working Conditions**

- Typically located in a comfortable indoor area. There may be regular exposure to mild physical discomfort from factors such as dust, fumes or odors, temperature extremes, loud noise, strong drafts, or bright lights.

**Minimum Qualifications**

- Must be eighteen years of age or older.

- Must be legally permitted to work in the United States.

**Preferred Qualifications**

- Bachelors degree in human resources or related field

- Analytical, with knowledge and experience in operational, sales and management.

- Ability to work a flexible schedule

**Minimum Education**

- The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.

**Preferred Education**

- No additional education

**Minimum Years Of Work Experience**

- 8

**Preferred Years Of Work Experience**

- No additional years of experience

**Minimum Leadership Experience**

- None

**Preferred Leadership Experience**

- None

**Certifications**

- None

**Competencies**

- None

The application window is anticipated to be closed on June 8th, 2026.

District HR Manager

A&D Mortgage is proud to be the #𝟏 𝐍𝐨𝐧-𝐐𝐌 𝐋𝐞𝐧𝐝𝐞𝐫 as verified by Scotsman Guide and a 𝐅𝐨𝐫𝐛𝐞𝐬 𝐓𝐨𝐩-𝟏𝟎 𝐧𝐚𝐭𝐢𝐨𝐧𝐰𝐢𝐝𝐞 𝐰𝐡𝐨𝐥𝐞𝐬𝐚𝐥𝐞 𝐦𝐨𝐫𝐭𝐠𝐚𝐠𝐞 𝐥𝐞𝐧𝐝𝐞𝐫. We are at the forefront of the Non-QM market, leading the development and innovation of Non-QM products. Our proprietary 𝐍𝐨𝐧-𝐐𝐌 programs are complemented by a comprehensive range of 𝐂𝐨𝐧𝐯𝐞𝐧𝐭𝐢𝐨𝐧𝐚𝐥, 𝐆𝐨𝐯𝐞𝐫𝐧𝐦𝐞𝐧𝐭, and revolutionary 𝐏𝐫𝐢𝐦𝐞 𝐉𝐮𝐦𝐛𝐨 𝐥𝐨𝐚𝐧𝐬.
 
Our commitment to excellence is supported by our award-winning technology platforms, including 𝐀𝐈𝐌, which streamline processes and enhance the experience for our partners. We offer the best rates, first-class service, and the fastest turnaround times in the industry, ensuring decisions are made with the Power of Yes.
 
To 𝐛𝐞𝐜𝐨𝐦𝐞 𝐚 𝐩𝐚𝐫𝐭𝐧𝐞𝐫, visit our website at https://admortgage.com/ or email our team at scenario@admortgage.com.

NMLS ID #958660 | Equal Housing Lender | www.nmlsconsumeraccess.org

Industry: Financial Services
Company Size: 51-200 employees

A&D Mortgage LLC

**About This Opportunity**

The Human Resources Manager is responsible for overseeing the day-to-day operations of the Human Resources department and managing HR support staff to ensure efficient and compliant HR administration across the organization. This role serves as a strategic and operational leader responsible for employee services, payroll administration support, benefits administration, HR compliance, and policy management. The Human Resources Manager ensures compliance with all applicable federal, state, and local employment laws while supporting organizational goals and employee experience initiatives.

The Human Resources Manager also serves as the organization’s 401(k) Plan Administrator and Trustee, manages employee benefit programs, oversees leave administration, and directly handles key compliance and payroll-related responsibilities.

**Key Responsibilities**

Human Resources Operations & Leadership

- Manage and oversee daily HR operations and administrative support functions.

- Supervise and support HR operations and administrative staff.

- Develop, implement, and maintain HR policies, procedures, and best practices.

- Ensure efficient HR processes and high-quality employee support services.

- Partner with leadership on organizational and workforce initiatives.

- Maintain confidentiality and integrity of employee and company information.

Employee Administration & HRIS Management

- Process and oversee employee changes including promotions, pay changes, employment status updates, and internal transfers.

- Maintain HRIS systems, employee records, and personnel documentation.

- Create and assign annual employee performance reviews.

- Update employment agreements, addendums, and related documentation in HRIS and document management systems.

Benefits Administration

- Administer all company benefit programs including medical, dental, vision, HSA, FSA, life insurance, and voluntary benefits.

- Manage annual benefit renewal processes, including partnering with brokers to evaluate and secure competitive benefit options, plan designs, and pricing.

- Develop and oversee employee wellness initiatives and wellness program administration.

- Manage benefit enrollments, terminations, qualifying life events, and open enrollment processes.

- Conduct employee benefit meetings and communications.

- Review and approve benefit enrollment submissions and payroll deductions.

- Manage Health Savings Account (HSA) enrollments and contributions through HealthEquity.

- Serve as primary contact for employee benefit inquiries and vendor relationships.

- Review and respond to EDI file errors and system notifications.

401(k) Administration & Compliance

- Serve as the company’s 401(k) Plan Administrator and Trustee.

- Manage 401(k) and Roth IRA contribution submissions and loan repayments.

- Review and approve 401(k) distributions and loan withdrawal requests.

- Coordinate annual 401(k) audits and file required Form 5500 documentation.

- Ensure retirement plan compliance with applicable regulations and fiduciary responsibilities.

Payroll Administration Support

- Review and approve final payroll registers for accuracy and compliance.

- Oversee payroll-related expense requests and deductions.

- Manage state tax accounts and respond to notices and inquiries.

- Coordinate payroll changes related to employee status and benefits.

Compliance & Employee Relations

- Ensure compliance with federal, state, and local employment laws and regulations.

- Manage ACA reporting and compliance requirements.

- Coordinate Workers’ Compensation audits and compliance activities.

- Maintain company policies and procedures in accordance with legal and operational requirements.

- Administer extended leave programs including FMLA, ADA, personal leave, and related accommodations.

- Support employee relations matters and provide guidance to managers and employees.

**Location and Schedule**

- This is a full-time, office-based position in a modern, cozy environment in our Fort Lauderdale HQ.

- Our standard working hours are Monday to Friday, 9:00 AM to 6:00 PM.

**Qualifications**

**Skills & Qualifications**

- Bachelor’s degree in Human Resources, Business Administration, or related field preferred.

- 5+ years of progressive Human Resources experience required.

- Prior experience managing HR operations and supervising staff preferred.

- Strong knowledge of federal and state employment laws and HR compliance requirements.

- Experience administering employee benefits and 401(k) retirement plans.

- Experience with payroll processes and HRIS systems.

- Strong organizational, analytical, and problem-solving skills.

- Excellent communication and interpersonal skills.

- Ability to manage confidential information with professionalism and discretion.

**Preferred Skills**

- Knowledge of ACA, FMLA, ADA, COBRA, ERISA, and wage and hour regulations.

- Experience with Paycom or similar HRIS/payroll systems.

- Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.

**What We Offer | Career and Culture**

- Company Culture: Inclusive, supportive company culture where you are not a number, but a voice that's heard and brings value.

- Growth Path: Defined paid training and clear pathways for career development.

- Benefits: Comprehensive benefits package including PTO, sick days, paid volunteer hours, medical, dental, vision insurance, and 401(k).

Take the first step towards a rewarding career in the mortgage industry with AD Mortgage.

Our Recruitment team will reach out to you shortly!

**Connect with us **: Explore our social media to get a sense of our corporate culture.

**YouTube**

**Instagram**

**TikTok**

~~We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, sexual orientation, age, marital status, veteran status, or disability status.~~

~~We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform crucial job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.~~

**AD Mortgage ** is a broker-voted Top 5 U.S. wholesale lender, and recognized as a top **Non-QM lender ** in the U.S. With 20 years in the industry, we offer a full range of loan programs, including DSCR, Bank Statement, FHA, and Conventional loans.

You will not find more passionate servicing professionals than at Celink. Our team is dedicated to our clients, their borrowers, and the reverse mortgage industry-at-large.

Celink is the nation’s largest independent subservicer of reverse mortgages, licensed to service reverse mortgages in all 50 states, plus the District of Columbia, Puerto Rico and the U.S. Virgin Islands. We are well-positioned, both financially and strategically, to support client growth strategies for decades to come.

Industry: Financial Services
Company Size: 501-1,000 employees

Celink

**Why work at Celink **

**Discover a different kind of workplace at Celink. ** You’ll join a passionate team of servicing professionals dedicated to our clients, their borrowers, and the reverse mortgage industry.

At Celink, you’ll have the opportunity to make a meaningful impact within a fast-moving organization while working alongside experienced, mission‑driven professionals. We value strategic thinking, collaboration, and integrity and constantly strive to be best in class.

Joining Celink means being part of a collaborative workplace that values innovation, thoughtful problem‑solving, and continuous growth. Employees are encouraged to rethink traditional approaches, share bold ideas, and continuously learn and thrive.

**What Sets Celink Apart **

** **Flexible, remote work environment that supports work‑life balance

- Supportive, collaborative team culture built on respect and partnership

- Opportunities to learn, build skills, and contribute to meaningful outcomes

- Emphasis on quality, consistency, and reliable support in everyday work

**Total Rewards & Benefits **

** **Celink offers a comprehensive and competitive total rewards package designed to support employees’ financial, physical, and emotional well‑being, including:

- Comprehensive medical, dental, and vision coverage with multiple plan options

- Health Savings Account (HSA) and Flexible Spending Accounts (FSA), including dependent care

- 401(k) with employer match and immediate vesting

- Employer‑paid life insurance, disability coverage, and parental leave

- Generous paid time off, paid holidays, and flexible work arrangements

**Duties and responsibilities **

**Responsibilities include: **

- Lead all core HR functions including employee relations, compensation, HRIS, compliance, and talent strategy

- Serve as a strategic advisor to leadership on workforce planning, organizational design, and employee engagement

- Manage and resolve complex employee relations matters, including investigations, performance management, and risk mitigation

- Design and oversee compensation programs, including benchmarking, salary structure development, and merit/bonus cycles

- Direct HRIS strategy, including system optimization, reporting, integrations, and automation

- Develop and deliver HR analytics and reporting to support leadership decision-making and workforce planning

- Lead and develop HR team members, providing coaching, performance management, and leadership development

- Ensure compliance with all federal, state, and local laws, including audits, reporting, and policy management

- Drive process improvement initiatives across the HR lifecycle (recruiting, onboarding, performance, offboarding)

- Lead organizational development efforts including talent assessment, succession planning, and leadership programs

- Manage HR vendor relationships and external partnerships

- Support change management initiatives and large-scale organizational transformations

- Partner cross-functionally to enhance employee experience, engagement, and culture initiatives

- Provide executive-level insights on workforce trends, risks, and opportunities

**Minimum Qualifications **

**Education: **

- Bachelor’s degree in human resources, Business Administration or related field required.

- Master’s degree preferred.

** **

**Experience/Training: **

- Minimum of 8+ years of progressive Human Resources experience

- 5+ years in a leadership capacity

- Demonstrated expertise in complex employee relations and investigations

- Proven experience in compensation strategy, benchmarking, and program design

- Extensive experience with HRIS systems, optimization, and analytics

- Strong leadership experience, including managing and developing teams

** **

**Professional Certification/License: **

- Professional HR Certification (PHR) or SHRM Certified Professional (SHRM-CP) certification preferred.

**Skills and Abilities: **

- Proven track record of developing and implementing successful HR strategies

- Strong understanding of all core HR disciplines, including talent acquisition, talent assessment, onboarding, performance management, compensation and benefits, employee relations, payroll, training, and development

- Strong understanding of HR Technology inclusive of HRIS and AI Initiatives

- Strategic mindset with a focus on driving business results through HR initiatives

- Proven ability to manage complex projects and initiatives effectively

- Strong analytical and problem-solving skills

- Strong understanding of employment law and compliance

- Excellent conflict management, communication, and interpersonal skills

- Ability to think strategically and build strong relationships at all levels of the organization

- Manage multiple priorities and business departments

- Experience with HR technology and analytics is a plus

- Flexible and available to interact with employees at all levels

- Self-starter that is motivated and demonstrates initiative to meet business and departmental needs

- Proficient with Microsoft Office Suite, or related software

**Compensation: **The salary range for this position is $101,836–$127,296. Actual compensation will be determined based on factors such as job‑related knowledge, skills, experience, and geographic location.

**Working Conditions **

Work is performed in a professional office environment with no unusual hazards. There may be some travel with overnight stays. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.

**Physical Requirements **

While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms.

**Other Duties **

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

**EEO Statement **

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

Director Human Resources

INEOS Pigments is one of the largest producers of titanium dioxide in North America and the leading producer of titanium chemicals.

Industry: Chemical Manufacturing
Company Size: 501-1,000 employees

INEOS Pigments USA

INEOS Pigments Group is an integrated producer of titanium dioxide for the coatings, plastics, and paper markets and a leading producer of titanium chemicals. The business also produces significant quantities of potassium hydroxide, chlorine, and pig iron as byproducts. The Pigments Group employs 750 people across five manufacturing locations in Ashtabula, Ohio and a facility in Tyssedal, Norway with business headquarters and a technical center in Columbus, Ohio as well as a small commercial office in London.

INEOS Pigments Group operates in a highly unionized, capital-intensive manufacturing environment facing sustained external volatility, margin pressure and structural cost challenges. The business requires a step-change in operational performance, workforce productivity and leadership accountability.

This appointment is a critical component of restoring competitiveness, improving plant-level consistency, strengthening labor flexibility and embedding a performance-driven culture.

**Role Purpose **

The Human Resources Director reports directly to the CEO as a member of the Pigments Group Board and is a core member of the Executive Leadership Team.

This is not a traditional HR leadership role. It is a turnaround leadership mandate. The successful candidate will materially improve business performance through disciplined workforce strategy, industrial relations leadership and a reset of management capability across the business.

The HRD will be accountable for delivering measurable improvement in productivity, cost competitiveness, leadership effectiveness and workforce stability within 24 months.

**Core Accountabilities **

**Restore Business Competitiveness Through Workforce Strategy **

- Translate EBITDA, margin restoration and cost reduction targets into concrete workforce actions.

- Drive measurable improvements in labor productivity and workforce utilization.

- Rebase manpower cost structures where required.

- Support restructuring, site optimization or resizing initiatives decisively and responsibly.

- Improve consistency of performance across manufacturing sites.

**Industrial Relations & Multi-Union Leadership **

- Lead industrial relations strategy across unionized US manufacturing sites (with exposure to Europe and Norway specifically desirable).

- Personally lead or play a central role in major collective bargaining negotiations.

- Secure agreements that improve competitiveness, flexibility and operational resilience.

- Develop strike preparedness and contingency continuity planning.

- Strengthen supervisor capability in managing unionized environments with firmness and respect.

**First-Line Leadership Reset & Accountability **

- Upgrade capability of plant supervisors and front-line leaders as a priority intervention.

- Embed consequence-based performance management and eliminate tolerance of underperformance.

- Build leadership pipelines for critical operational roles.

- Reinforce safety, discipline and ownership at site level.

**Talent, Succession & Performance Differentiation **

- Implement rigorous succession planning for critical and executive roles.

- Actively differentiate high and low performance through reward and progression.

- Retain high-impact talent essential to technical and operational continuity.

- Build and improve apprentice and graduate development programs.

**HR Function & Technology Modernization **

- Transform HR into a lean, commercially aligned and execution-focused function.

- Remove bureaucracy and simplify policies and processes.

- Fully leverage HRIS platforms (SuccessFactors, UKG Timekeeping) to automate and improve data transparency, workforce analytics and cost discipline.

- Increase visibility of performance, absence, overtime and workforce cost drivers.

**Manage the business remuneration processes **

- Oversee the Performance Management/Salary Administration Program for Executive, Staff and Hourly employees.

- Annually review compensation pay structures against market to ensure salaries and hourly pay practices are competitive in the industry.

- Develop and implement a consistent total compensation and benefits approach across the business.

**Culture, Governance & Safety **

- Reinforce a safety-first, performance-driven culture.

- Ensure disciplined governance in reward, performance and manpower control.

- Drive cultural alignment around accountability, delivery and competitiveness.

**Success Measures (First 24 Months) **

- Demonstrable improvement in labor productivity metrics.

- Successful conclusion of major labor negotiations aligned to competitiveness goals.

- Improved supervisor capability and measurable reduction in employee relations escalations.

- Clear performance differentiation is embedded across leadership levels.

- HR function operating with simplified processes and improved data transparency.

**HR Team **

- Lead and unify one integrated HR function accountable for the full employee lifecycle.

- Drive disciplined planning and execution across HRBPs and specialist areas (HRIS, Training, Industrial Relations).

- Enforce clear operating model, role clarity and performance standards across all sites.

- Upgrade HR capability and pace to operate as a commercially rigorous, performance-driven business partner.

- Embed data transparency, cost discipline and execution accountability within the function.

**About the Person **

We seek a commercially grounded HR executive with a minimum of 15 years’ experience in complex, unionized, manufacturing-intensive industries.

**Education **

The person we seek holds a university degree ideally at master’s level in business or human resources or an equivalent subject. Further post-graduate qualifications will be an asset.

**Languages **

Complete fluency in English is required. Other languages will be of significant value.

**Essential **

• Proven track record operating in multi-union US manufacturing environments.

• Demonstrated leadership of major collective bargaining negotiations.

• Evidence of delivering measurable business turnaround or cost improvement.

• Experience upgrading first-line leadership capability.

• Strong financial literacy and comfort operating in EBITDA-driven environments.

• Experience embedding HR technology and simplifying HR operating models.

**Desirable **

• European (ideally Norway) industrial relations experience.

• Specialty chemicals or adjacent sector background.

**Leadership Profile **

• Commercially decisive and performance-oriented.

• Comfortable operating in industrial conflict and ambiguity.

• Visible, hands-on and operationally credible.

• Resilient, direct and accountable.

• Trusted advisor to CEO and Board.

• Business leader with HR depth

Recently named one of North Texas' fastest-growing middle-market companies, Oceans Healthcare is a nationally recognized behavioral health provider focused on healing and long-term recovery. Founded in 2004, Oceans provides inpatient and outpatient treatment with a special focus on the unique physical and emotional needs of older adults and seniors. With 29 locations in Louisiana, Mississippi and Texas, Oceans is consistently recognized as a Top Performer on Key Quality Measures by The Joint Commission. 

Our company is passionate about helping older adults and seniors manage the challenges that come with aging and attain the best possible quality of life. We are committed to caring for this special population with dignity for patients and their families; with keen awareness of the importance of treating the whole person; with focus on progressive behavioral therapies; and with respect for our employees, physicians, healthcare providers and the communities we serve.

Industry: Hospitals and Health Care
Company Size: 1,001-5,000 employees

Oceans Healthcare

At Oceans Behavioral Hospital Waco, healing is our focus. We are passionate about helping adults and seniors manage the challenges associated with anxiety, depression and other mental health issues. Utilizing proven, innovative and progressive therapies, our qualified professionals strive to promote long-term wellness through a range of inpatient and outpatient psychiatric counseling and treatment options.

**Benefits We Offer:**

- Medical, Dental, Vision Coverage (Multiple Plan Options) - Eligible first of the month after 30 days.

- 401 (k) Retirement Savings Plan with Discretionary Company Match

- Tuition Reimbursement

- Paid Time Off

- Daily Pay Option

- Competitive Market Compensation

- Short Term Disability, Long Term Disability

- Life Insurance

- Employee Assistance Program

The Human Resources Director is responsible for the day to day process of the traditional human resources duties. This will include but is not limited to: administrative, recruitment and retention activities, benefits enrollments, orientation, all trainings, risk management and employee health support functions. The HR Director accumulates, maintains and processes payroll records, audits, and processes data to facilitate the preparation of employee pay. Assists in defining the human resources policies of the hospital in collaboration with the management, and company guidelines. Maintains current policies and procedures in accordance with Joint Commission, Affirmative Action, Equal Employment Opportunity, Federal and State regulations, Oceans Behavioral Mission, policies and procedures and Performance Improvement Standards.

Essential Functions:

- Interprets hospital policies and regulations to new and existing employees. Coordinates the dissemination of information to employees through posted notices, memos, e-mail, flyers, brochures, etc.

- Coordinates recruitment, interviewing and placement process; including the placement of needed advertisements, in-house vacancy postings, programs, serving as facilitator and resource for department managers and/or administration. Performs reference and background checks on prospective candidates in a timely manner.

- Sets up a system of record keeping. Organizes and implements systems for maintenance of central personnel files. Maintains current files on active and inactive employees and ensures compliance.

- Completes all necessary paperwork for new hires, terminations and personnel changes; Schedules, coordinates and implements employee orientation, Oceans Healthcare approved behavioral health de-escalation programs, CPR, annual orientation for basic competency skills and other employee training and coordinates speakers for such in accordance with facility standards.

- Ensures that all employees are up to date on all requirements (i.e., Licensures, Oceans Behavioral health de-escalation programs, CPR, orientation, etc.)

- Coordinates the administration of the hospital's performance appraisal and competency evaluation system. Notifies managers in advance of appraisals due or delinquent. Provides assistance to managers involving serious employee performance problems and disciplinary action.

- Responds to requests for information/references from outside companies regarding Human Resources issues; Responds effectively to all unemployment compensation inquiries.

- Develops and coordinates programs for various activities to promote improved relations between employees.

- Maintains knowledge of changes in policies and procedures and awareness of current developments and trends in Human Resources related issues; Maintains own professional growth through appropriate organizations, workshops, seminars and other educational endeavors.

- Provides and maintains accurate time and attendance records for all facility employees; Manually enters and processes all payroll with 100% accuracy in an efficient and timely manner. Distributes and collects payroll correction forms from each Department; Prepares and submits PTO payouts, payroll adjustments and supplemental check requests as needed.

- Prepares and distributes end-of-pay period reports to Administrator as requested; Prepares report to supervisors regarding departmental overtime hours and costs as requested.

- Acts as liaison to coordinate benefit programs and open enrollments within the facility. Maintains current information, literature, records and reports related to established benefit programs such as insurance and retirement. Disseminates benefit information to employees. Assists employees with inquiries regarding benefits.

- Maintains current Workman's Compensation records for employee incidents; coordinates information related to claims; and works with Workman’s Compensation Insurance Company by providing necessary information.

- Submits required information to corporate timely and within departmental deadlines.

- Spearheads engagement and retention strategies to foster a culture in line with the company's core beliefs and mission, thereby enhancing the attraction and retention of key talent.

- Performs other duties and projects as assigned.

**Requirements**

**Education / Experience:**

- College degree preferred.

- 5+ years Human Resources experience required.

- 2+ years payroll experience preferred.

- 2+ years employee relations experience preferred.

- Healthcare experience critical to success.

**Qualifications / Skills:**

- Proficient in computer programs such as Microsoft Word, Excel, etc.

- Must be versatile, flexible, and able to perform in stressful situations.

- Must have good time management and organizational skills with ability to manage timelines and deadlines within set expectations.

- Must be able to work with an array of people in a sensitive manner.

- Must have excellent assertive communication skills.

- Must be able to organize and prioritize high volume workload. Interacts well with others in a stress-oriented position.

- Must be able to function with minimal supervision and complete understanding and respect of confidentiality.

- Interprets and adheres to company policy and procedure requirements and ensures compliance in accordance with State and Federal Laws, JCAHO, HCFA and other regulatory boards as required by state and federal laws as well as the mission statement.

- Must successfully complete CPR certification and an Oceans approved behavioral health de-escalation program.

**Work Environment:**

Subject to many interruptions. Pressure due to multiple calls and inquiries. Can be high paced and stressful; must be able to cope mentally and physically to atmosphere. Requires spending approximately 90% or more of the time inside a building that offers protection from weather conditions but not necessarily from temperature changes. May be required to travel for meetings.

Encompass Health is the largest owner and operator of rehabilitation hospitals in the United States. With a national footprint that includes 158 hospitals in 37 states and Puerto Rico, the Company provides high-quality, compassionate rehabilitative care for patients recovering from a major injury or illness, using advanced technology and innovative treatments to maximize recovery. Encompass Health is ranked as one of Fortune’s 100 Best Companies to Work For and Modern Healthcare’s Best Places to Work in Healthcare.

Industry: Hospitals and Health Care
Company Size: 10,001+ employees

Encompass Health

**Human ** **Resources ** **Director ** **Career ** **Opportunity**

**Valued and respected for your expertise in human resources and leadership abilities**

Are you searching for a career that's more than just a job, a calling that not only utilizes your professional skills but also connects you with a strong sense of community in your workplace? Encompass Health, the nation's largest in-patient rehabilitation company, provides a supportive environment where you can contribute to the mission of dedicated employees helping patients on their healing journey. As a Human Resources Director, you'll play a crucial role in ensuring employees feel heard, well-cared-for, and appreciated. Your leadership will extend to creating a high-quality, compassionate work environment, leveraging specialized skills to support our employees in achieving their goals at Encompass. Join us in a career close to home and close to your heart, with access to cutting-edge technology and a team committed to collaboration, support, and inclusiveness.

**A ** **Glimpse ** **into ****o ****ur ****w ****orld**

At Encompass Health, you'll experience the difference the moment you become a part of our team. Being at Encompass Health means aligning with a rapidly growing national inpatient rehabilitation leader. We take pride in the growth opportunities we offer and how our team unites for the greater good of our patients. Our achievements include being named one of the "World's Most Admired Companies" and receiving the Fortune 100 Best Companies to Work For® Award, among other accolades, which is nothing short of amazing.

**Starting ** **Perks ** **and ** **Benefits**

At Encompass Health, We Are Committed To Creating a Supportive, Inclusive, And Caring Environment Where You Can Thrive. From Day One, You Will Have Access To

- Affordable medical, dental, and vision plans for both full-time and part-time employees and their families.

- Generous paid time off that accrues over time.

- Opportunities for tuition reimbursement and continuing education.

- Company-matching 401(k) and employee stock purchase plans.

- Flexible spending and health savings accounts.

- A vibrant community of individuals passionate about the work they do!

**Become ** **the ** **Human ** **Resources ** **Director ** **you've ** **always ** **aspired ** **to ** **be**

- Plan, organize, and oversee all facets of the Human Resources department to ensure equitable treatment of all employees, in compliance with legal requirements and company policies.

- Assume responsibility for fostering an inclusive and productive work environment and culture.

- Implement employee programs, policies, and procedures.

- Serve as a valuable resource to department managers and other employees, acting as the liaison between Home Office HR and hospital management.

- Coordinate staff education programs, oversee workers' compensation program, and assist with benefits administration.

- Direct hospital recruitment and retention program to ensure availability of appropriate staffing resources. Serve as a resource to department managers and other employees.

- Celebrate the achievements and victories of our dedicated employees along the way.

**Qualifications**

- Bachelor's degree in Personnel Administration, Hospital Administration, Business Administration, or a related field is required. Work experience may substitute for a four-year degree on a year-for-year basis.

- A minimum of 3-5 years of Human Resources Management experience, preferably in healthcare.

- Professional in Human Resources (PHR) and/or SPHR certification is preferred.

**The Encompass Health Way**

We proudly set the standard in care by leading with empathy, doing what's right, focusing on the positive, and standing stronger together. Encompass Health is a trusted leader in post-acute care with over 150 nationwide locations and a team of 36,000 exceptional individuals and growing!

At Encompass Health, we celebrate and welcome diversity in our inclusive culture. We provide equal employment opportunities regardless of race, ethnicity, gender, sexual orientation, gender identity or expression, religion, national origin, color, creed, age, mental or physical disability, or any other protected classification.

Industry: Business Content
Company Size: 51-200 employees

A Hiring Company

**Human Resources Director **

**TITLE: ** Human Resources Director                                    **DEPARTMENT: ** Human Resources

**CLASSIFICATION: ** Exempt                                               **Rate Range: **28

**REPORTS TO: ** CFO**SUPERVISES: ** Yes **Position Summary **The Director of Human Resources leads all HR functions, ensuring alignment with organizational goals and full compliance with employment laws. This role partners with leadership to drive HR strategy, enhance employee engagement, and support a high-performing workplace culture. **Key Responsibilities **

- Lead and manage all HR operations, including strategy, policies, and departmental goals

- Oversee compensation, benefits, payroll, and performance management programs, including the processing of payroll when needed

- Ensure compliance with all federal, state, and local employment laws and reporting requirements

- Direct talent acquisition, workforce planning, on-boarding, and retention efforts

- Manage employee relations, including investigations, conflict resolution, and risk mitigation

- Develop and train leadership on HR practices, performance management, and culture initiatives

- Evaluate and improve HR systems, processes, and overall organizational effectiveness

- Maintain accurate HR records and oversee compliance-driven documentation

- Promote employee engagement and a positive workplace culture

**Qualifications **

- Bachelor's degree in HR, Business, or related field

- SHRM-CP/SCP or PHR/SPHR certifications required

- 5+ years of HR experience, including 3+ years in a leadership role

- Experience supporting senior leadership and managing teams

- Strong background in compensation, benefits, employee relations, and compliance

- Payroll experience required

**Core Competencies **

- Deep knowledge of employment laws and HR best practices

- Strong leadership, coaching, and problem-solving skills

- Excellent communication and interpersonal abilities

- Highly organized with the ability to manage multiple priorities

- Strategic thinker with a focus on continuous improvement

**Work Environment **

- Hybrid schedule (in-office Monday–Thursday)

- Standard office environment with minimal safety hazards

~~This job description does not list all the duties of the job.  You may be asked by supervisors or managers to perform other duties.  You will be evaluated in part based upon your performance of the tasks listed in this job description. The employer has the right to revise this job description at any time.  The job description is not a contract for employment, and either you or the employer may terminate employment at any time for any reason.~~

**Compensation details: ** 100000-125000 Yearly Salary

Burlington Stores, Inc., headquartered in New Jersey, is a nationally recognized off-price retailer with Fiscal 2022 net sales of $8.7 billion. The Company is a Fortune 500 company and its common stock is traded on the New York Stock Exchange under the ticker symbol “BURL.” The Company operated 933 stores as of the end of the first quarter of Fiscal 2023, in 46 states and Puerto Rico, principally under the name Burlington Stores. The Company’s stores offer an extensive selection of in-season, fashion-focused merchandise at up to 60% off other retailers' prices, including women’s ready-to-wear apparel, menswear, youth apparel, baby, beauty, footwear, accessories, home, toys, gifts and coats.

Industry: Retail
Company Size: 10,001+ employees

Burlington Stores, Inc.

**Position Overview**

The Director, Human Resources, is a strategic leader within the HR team and acts as a true partner within the business, specifically supporting the dynamic and growing East Coast Buying Office. This position assists leaders in optimizing people, strategy, structure, and process, while supporting the Burlington culture and Core Values. Continuously influences and supports leadership development through coaching and elevation of talent in the organization. The Director will coach, consult, and advise leaders regarding existing Human Resources programs and services. Acts as a support partner with HR COE’s including HR operations; Talent Acquisition; Compensation; Benefits; and Learning and Development. Acts as the key driver supporting talent management in the areas of succession planning; performance management; organizational development, and strategic programs.

**A Day In The Life**

- Positively communicate and demonstrate the company’s Core Values by developing trust and respect among peers and associates, building strong teams and partnerships and driving results

- Provide guidance and input regarding HR strategies that support the vision, culture and business needs of the organization

- In partnership with business leaders, lead and drive the execution of all HR programs

- Act as the key interface between HR functional specialist and assigned corporate group in order to proactively support and add value in the delivery of business objectives

- Build trusting consultative relationships with associates and leaders

- Support the business teams in establishing and executing an effective talent strategy (short and long term) and work in partnership with the Talent Acquisition team

- Inspire, coach, and influence coaching in the moment culture to effectively improve the quality and frequency of developmental feedback and improve the overall associate experience

- Administer and provide coaching to business leaders in managing engagement survey results and developing meaningful and effective action plans to improve engagement results

- Drive performance management program by ensuring performance expectations and policy guidelines are being met and are conducted effectively and in a timely manner

- Handle various associate relations issues, such as investigating employee complaints, and advising appropriate action to leadership

- Partner with internal and/or external legal counsel to prepare for and/or respond to any legal action or complaints filed by outside agencies; attend mediations, arbitrations, and other court proceedings as needed

- Leverage data analysis to proactively identify issues within the business and develop plans to address and minimize disruption.

- Is innovative and can identify opportunities to move the business forward; works with leaders to develop and execute processes and programs to support growth of the business

**You'll Come With**

**Education:**

-  Bachelor’s degree

-  PHR/SPHR certification (preferred)

**Experience:**

- 7+ years HR leadership experience

- 3+ years retail industry experience supporting merchandising, preferred

**Skills and Abilities:**

- Must be able to demonstrate expertise in all aspects of Human Resources Management

- Demonstrated ability to positively influence teams, build effective relationships, and possess skills to flex style and interact with associates effectively

- Ability to effectively influence all levels of leadership

- High level of integrity and the demonstrated ability to handle sensitive and confidential information in a professional manner

- Ability to coach, support, and develop

- Ability to prioritize challenging demands and manage time effectively in a fast-paced environment, demonstrating a sense of urgency

- Must have strong business acumen

- Knowledge of local, state and federal laws and regulations governing employment (EEO, wage and hour, employee benefits, leave policies and practices)

- Ability to conduct investigations, train and develop staff and maintain documentation in an organized manner

- Must have strong communications and operating instincts, good strategic skills, sound business judgment and the ability to achieve goals by leveraging HR expertise

- Ability to utilize tools (Workday) to leverage data

- Must be proficient in MS Office applications, including Excel, Word, PowerPoint, and Outlook

\

**Come join our team. You’re going to like it here!**

You will enjoy competitive wages, flexible hours, and an associate discount. Burlington’s benefits package includes medical, dental and vision coverage including life and disability insurance. Full-time associates are also eligible for paid time off, paid holidays and a 401(k) plan. We are a rapidly growing brand and provide a variety of training and development opportunities so our associates can grow with us. Our teams work hard and have fun together! Burlington associates make a difference in the lives of customers, colleagues, and the communities where we live and work every day. Burlington Stores, Inc. is an equal opportunity employer committed to workplace diversity.

Individual pay decisions will be based on a variety of factors, such as but not limited to, qualifications, education, job-related skills, relevant experience, and geographic location.

**Min-Mid ** $135,000.00 - $175,000.00

**Posting Number ** R103470

**Location ** New York-New York

**Address ** 1400 Broadway

**Shopping Center ** 11th Floor

**Zip Code ** 10018

**Additional Locations ** New Jersey-Burlington

**Pay Rate ** Salaried

**Career Site Category ** Corporate

**Position Category ** Human Resources

**Job Type ** Full-Time

**Remote Type ** Hybrid

**Evergreen ** No

At Richemont, We Craft the Future. 
Our unique portfolio includes prestigious Maisons distinguished by their craftsmanship, creativity, and diversity, which cultivate expert curation and technological innovation to deliver exceptional products and services. As a family-spirited group, Richemont's ambition is to nurture the unique heritage and values of its Maisons and businesses, while enabling them to grow and prosper in a responsible, sustainable manner over the long term.

At Richemont, people are our most distinguished asset, the heart of our business, and the foundation of our outstanding creations. We value solidarity, collegiality, loyalty and freedom and succeed by respecting and empowering individuals from all walks of life. 

Richemont operates in three business areas: Jewellery Maisons with Buccellati, Cartier and Van Cleef & Arpels; Specialist Watchmakers with A. Lange & Söhne, Baume & Mercier, IWC Schaffhausen, Jaeger-LeCoultre, Panerai, Piaget, Roger Dubuis and Vacheron Constantin; and Other, primarily Fashion & Accessories Maisons with Alaïa, AZ Factory, Chloé, Delvaux, dunhill, Montblanc, Peter Millar including G/FORE, Purdey, Serapian as well as Watchfinder & Co. In addition, Richemont operates NET-A-PORTER, MR PORTER, THE OUTNET, YOOX and the OFS division.

Industry: Einzelhandel: Luxusgüter und Schmuck
Company Size: 10.001+ Beschäftigte

Richemont

~~At Richemont Americas, we aspire to reflect the ever-changing world around us. We are proud to employ talent from many different backgrounds, experiences, and identities to build a continually evolving, inclusive community where the diversity of our colleagues and clients is rich and celebrated. We believe when inclusion is fully embraced and empowered, creativity and knowledge emerge to deliver excellence, advancing the community that is uniquely Richemont Americas.~~

**HR Coordinator**

Fashion & Acessories | New York, NY

Reports to: Senior Manager, HR

**Role Overview**

The HR Coordinator will support the Fashion and Accessories for North America which includes Montblanc, Chloé, Dunhill, Delvaux, and Alaïa.

Reporting to the Senior HR Manager, HRBP, the HR Coordinator works collaboratively with business, HR Team of F&A and liaises with the Richemont Americas HR Centers of Expertise to coordinate and manage initiatives related to Recruitment and Talent Development; Total Rewards; Learning and Development; Employee Relations; HR Operations; and Internal Communications.

This role requires knowledge and experience across all HR functions to assist in enhancing business performance through employee engagement, organizational design, retention and succession planning, skill building, change management, and process improvement.

**Responsibilities**

**Talent Management & Organizational Development:**

- Liaise with the Learning & Development team to ensure that training programs and learning opportunities are available and designed to meet the needs of the teams.

- Partner with HR Directors to support in addressing performance management and employee relations issues, ensuring adherence to the company’s established behavioral coaching processes and policies.

- Contribute to workplace investigations; providing research, insight, scheduling interviews for HR Director and HR Manager, and reviewing recommendations to fairly and consistently apply policies, laws, and regulations.

**Recruitment**

- Assist with external agencies, hiring managers, and the Talent team to ensure complete and proper execution of full lifecycle recruitment activities.

- Assist with the open jobs report and weekly communication with the Talent team to maintain alignment on talent acquisition status and priorities.

- Manage administrative tasks related to recruitment, including but not limited to, creating positions, job descriptions and sending for job postings.

**Performance Management**

- Support HR leads with updating our internal platform with results of Career committees with all brands.

- Maintain tracker for all Performance management and development follow up activity (i.e. PIPs, corrective actions, training, coaching, internal talent pool etc...)

**Employee Benefits**

- Maintain ongoing knowledge of the company’s benefits programs, eligibility requirements, enrollment processes, etc. to support employees with participation in and management of their employee benefits.

- Partner with the Benefits team to assist with the administrative process of leaves of absence.

- Assist with serving as the primary point of contact for new employee questions and support.

**HR Systems And Processes**

- Updates Associate information (e.g., terminations,status changes, reporting structurein HRIS and other systems and maintains employee-related files

- Maintains administrative duties related to accurate people data for expens

- allocation and reporting purposes

- Generates reports from HRIS as needed or requested, converting to excel

- Support in the analysis of data from various reports, extrapolating relevant data for the business

**Qualifications**

- Minimum 2 years of experience in the Human Resources field with related experience.

- College Degree in related field such as Human Resources, Psychology and/or Business Administration.

- General knowledge of U.S. employment law is essential.

- Proficiency in Workday and Microsoft Suite required.

- Retail industry experience preferred.

- Excellent written and verbal communication skills.

- Strong interpersonal skills in working with and building relationships with employees.

- Strong time management, organization and presentation skills.

- Ability to work independently and with a team.

- Exercises a high degree of confidentiality with sensitive information.

- Ability to travel up to 5% to local NY market.

Richemont offers a generous compensation and benefits package for eligible employees. Only candidates selected for further consideration will be contacted.

**We Offer – United States**

We care about our associates’ health and wellbeing and offer a comprehensive benefits program to support you and your loved ones. Our core benefits include medical, dental, and vision programs. Health savings and flexible spending accounts are available to support your financial needs, along with access to the employee assistance program for you and your household members. The company offers income protection solutions including life insurance, disability benefits, and 401(k) with employer match. Understanding the importance of wellness and work-life-balance, our package includes a wellness reimbursement benefit and paid time off. We also encourage associates to give back to their local community by using their volunteer time off days to support important initiatives that drive change.

At Richemont, We Craft the Future!

Expected Salary Range: **$32-37/hour**

Salary will be negotiated based on relevant skills and experience.

HR Coordinator F&A

RemoteHunter is your dedicated AI job search assistant, turning the job hunt from a slow, individual effort into a quicker, smarter, and guided experience by streamlining each step of the process and speeding up your path to the right career opportunities.

Industry: Software Development
Company Size: 11-50 employees

RemoteHunter

1. About Our Client:The organization operates in the IT professional services industry with a global presence spanning the US, EMEA, and APAC regions. It addresses the challenges of managing a diverse, distributed workforce while supporting business growth and compliance across multiple jurisdictions. The company is recognized for maintaining a low attrition rate and fostering an inclusive work environment as a diverse, woman-owned global business.

2. About the Opportunity:The HR Manager will lead and implement human resources strategies critical to supporting the organization’s global growth. This role partners closely with senior leadership to align HR initiatives with business objectives, manage employee relations, ensure compliance with international labor laws, and foster talent development and retention. The position is central to scaling the workforce efficiently and maintaining consistent HR practices across regions.

3. Responsibilities:• Partner with senior leadership to align HR strategies with business goals

• Advise on organizational design, workforce planning, and performance management

• Support scaling of global teams across US, EMEA, and APAC

• Manage employee relations issues with discretion and professionalism

• Guide conflict resolution, disciplinary actions, and investigations

• Ensure consistent policy application across regions

• Oversee performance management including goal setting and reviews

• Implement employee engagement and retention initiatives

• Support career development and succession planning

• Collaborate with recruiting teams on hiring strategies and candidate experience

• Support onboarding for global hires

• Ensure compliance with labor laws across regions

• Maintain and update HR policies and employee handbook

• Partner with legal and external advisors as needed

• Support compensation planning, benchmarking, and annual reviews

• Manage benefits programs across regions

• Provide guidance on pay equity and market competitiveness

• Oversee ATS and HRIS systems ensuring data integrity

• Streamline HR processes for efficiency and scalability

• Track and analyze HR metrics such as turnover and engagement

• Support international assignments, visas, and remote workforce policies

• Ensure compliance with cross-border employment regulations

• Partner with finance on contractor versus employee classifications

4. Requirements:• Bachelor’s degree in Human Resources, Business Administration, or related field

• 5 to 8+ years of progressive HR experience, preferably in IT services or consulting

• Experience supporting global or multi-region teams, with EMEA/APAC preferred

• Strong knowledge of US employment law and exposure to international HR practices

• Proven ability to influence and partner with senior leadership

• HR certification preferred (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR)

• Experience in high-growth or private equity-backed environments preferred

• Familiarity with global payroll and compliance vendors preferred

5. Pay Range and Compensation Package:• The base salary range for this position is $100,000.00 – $150,000.00 annually. This range represents the good-faith minimum and maximum salary the organization believes it would pay for this role at the time of this posting.

• Bonus eligibility

• Comprehensive benefits package

Equal Opportunity Statement: Our client is an equal opportunity employer. They celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, or national origin.

Note:RemoteHunter is not the Employer of Record (EOR) for this role. Our purpose in this opportunity is to connect exceptional candidates with leading employers. We help job seekers worldwide discover roles that match their goals and guide them to complete their full application directly through the hiring company’s career page or ATS.

HR Manager

Carter’s, Inc. is the largest branded marketer in the United States and Canada of apparel and related products exclusively for babies and young children.  The Company owns the Carter’s and OshKosh B’gosh brands, two of the most recognized brands in the marketplace.  These brands are sold in leading department stores, national chains, and specialty retailers domestically and internationally.  They are also sold through nearly 1,000 Company-operated stores in the United States and Canada and on-line at www.carters.com, www.oshkosh.com, and www.cartersoshkosh.ca.  The Company’s Just One You, Precious Firsts, and Genuine Kids brands are available at Target, its Child of Mine brand is available at Walmart, and its Simple Joys brand is available on Amazon.com.  The Company also owns Skip Hop, a global lifestyle brand for families with young children.  Carter’s is headquartered in Atlanta, Georgia.  If you dream of working with innovative colleagues who support and inspire you, Count on Carter's.

Industry: Retail Apparel and Fashion
Company Size: 10,001+ employees

Carters Inc.

**Serving the needs of all families with young children, **Carter’s Inc. is the largest North American apparel retailer exclusively for babies and young children, encompassing Carter’s, OshKosh B’gosh, Skip*Hop and Little Planet brands. Meaningful work, constant learning, genuine people, and a community guided by core values that promote inclusion and innovation is in everything we do. There are many reasons to build your career at Carter's.

**How You'll Make An Impact**

The Regional Senior HR Manager (West Coast Retail Stores) is a strategic and hands-on HR leader responsible for driving a people-first, inclusive, and high-performance culture across a multi-site retail region. This role serves as a trusted thought partner to Regional and Field Leaders, translating business objectives into effective talent and organizational strategies.

As a change champion, the Regional Senior HR Manager provides full-cycle HR leadership - coaching leaders, strengthening engagement, mitigating risk, and developing future-ready talent - while modeling Carter’s core values and building trust at every level of the organization.

This person must be based in California with the ability to travel up to 25% to retail stores within the region and 4x annually to headquarters in Atlanta, GA.

Employee Relations (50%):

- Develop and implement people strategies that enhance organizational effectiveness, employee engagement, and operational performance

- Serve as a strategic advisor to Regional Vice Presidents, Directors, and District Leaders on performance management, workforce planning, and succession strategies

- Lead and conduct complex employee relations investigations, ensuring timely resolution, consistent documentation, and compliance with company policy and employment law

- Champion a proactive, positive employee relations approach that promotes trust, transparency, and open communication across the region

- Coach and guide leaders on corrective action, performance improvement plans, and difficult employee conversations, ensuring consistency

- Support leader guidance for performance review processes, ensuring quality feedback and development planning

- Educate and train leaders on company policies, talent best practices, and relevant employment legislation

- Partner cross-functionally to identify trends, address root causes, and implement long-term solutions to prevent recurring issues

Talent Development / Planning (30%):

- Lead and execute regional talent strategies to build a strong, diverse leadership pipeline aligned to current and future business needs

- Partner with Regional and Field Leaders to develop and maintain robust succession plans at the District Manager and Store Management levels

- Collaborate with HQ Talent Acquisition to drive recruiting strategies, including sourcing, interviewing, and selection for critical stores and District Manager roles

- Champion high talent standards by identifying, developing, and promoting leaders who embody the company’s culture and values

- Partner with Learning & Development to deliver leadership development programs that improve retention, engagement, and readiness for advancement

- Provide ongoing, actionable feedback and career coaching to District Managers and Store Leaders to accelerate performance and growth

- Support employer branding and outreach initiatives that strengthen talent pipelines and promote diversity

HR Process / Operations (20%):

- Analyze people and business metrics (e.g., retention, engagement, turnover, employee experience) to identify trends and recommend data-driven solutions

- Leverage people analytics to anticipate workforce risks and support strategic decision-making

- Lead and support change management efforts related to organizational initiatives and business transformations

- Champion company diversity and inclusion initiatives through education, leader capability-building, and inclusive organizational practices

- Monitor employee engagement and sentiment, proactively addressing issues and driving action plans to improve retention and performance

- Provide HR leadership support at regional, district, and company-wide meetings, including content development and platform presentations

**Must Have**

**WE'D LOVE TO HEAR FROM YOU IF:**

- Ability to travel up to 30%

- 10+ years of progressive HR experience with significant focus on employee relations

- Proven experience supporting multi-site retail or field-based organizations

- Deep knowledge of employment law, ER investigations, and performance management

- Demonstrated ability to influence senior leaders and drive change in fast-paced environments

- Valid driver’s license

**Preferred**

- Bachelor’s degree in Human Resources, Business, or related field

- Prior retail management or operations leadership experience

- Experience leading large-scale change or transformation initiatives

**Make a Career At Carter's**

- Career Development: Success starts from within, and we have several paths from which you can choose to enhance your career evolution. From Carter’s University to Toastmasters to mentorship programs and more, we encourage you to utilize these tools to elevate your professional prowess.

Compensation for this position ranges from $140,000 - $170,000 annually based on skills and experience.

~~Carters is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, genetics, disability, age, veteran status, or any other status protected by federal, state, or local law.~~

Regional Senior HR Manager (West Coast Retail Stores)

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