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\n \n \n \n Looking to step into a visible HR role where you can influence culture, support leadership, and drive employee experience across a growing media organization? This is an opportunity to join a fast-paced team where your contributions will have a direct impact on people, processes, and organizational success\n \n Senior HR Generalist\n \n Salary: $80,000 - $95,000\n \n Location: Fully onsite in Midtown Manhattan\n Why This Opportunity Stands Out:\n \n • Join a rapidly growing media organization with strong momentum and visibility. \n \n • Partner directly with leadership and serve as a trusted HR advisor across the business. \n \n • Gain broad exposure across employee relations, talent acquisition, payroll, training, compliance, and benefits. \n \n • Play a key role in shaping and enhancing company culture within a dynamic environment. \n \n • Influence HR strategy through reporting, analytics, and data-driven decision making. \n \n • Work with modern HR technology and systems while helping improve the employee experience. \n \n • Access professional development and ongoing training opportunities. \n \n • Receive a comprehensive benefits package including health coverage, PTO, holidays, and 401(k) match. \n \n • Join a collaborative team where HR is viewed as a strategic business partner.\n Key Responsibilities for the Senior HR Generalist:\n \n • Manage employee relations matters and advise managers on HR best practices. \n \n • Support full-cycle recruiting and hiring initiatives. \n \n • Coordinate onboarding and new hire orientation programs. \n \n • Assist with bi-weekly payroll processing and HR administration. \n \n • Support training, development, compensation, and benefits programs. \n \n • Ensure HR compliance, maintain employee records, and analyze HR metrics.\n Qualifications for the Senior HR Generalist:\n \n • Bachelor’s degree in Human Resources or related field preferred. \n \n • 4+ years of progressive Human Resources experience. \n \n • Strong knowledge of employment laws, regulations, and HR best practices. \n \n • Experience with UKG/UltiPro or other HRIS platforms preferred. \n \n • Experience supporting payroll, employee relations, recruiting, and compliance initiatives. \n \n • Ability to work onsite five days per week in New York City\n \n

Job Description Director of People As Director of People, you will be helping to lead the growth of our rapidly growing client, establishing best-in-class processes and practices within the human resource function. We are searching for an proven leader to oversee and build out the team, as well as policies, procedures, and programs that fit our organization’s needs. Your role will include strategic organizational planning and development, implementing policy, devising and conducting onboarding programs, employee relations, learning/training initiatives, recruitment, professional development, compensation planning, benefits, HR compliance, and more. The ideal candidate is a true generalist who is excited about wearing many hats, skilled across all HR domains, and has successfully scaled teams in the past. This is a fantastic opportunity to partner with the management team to build client's culture during a pivotal stage of its growth and development, and we are looking for a dynamic leader who will be transformative. The Director of People will: • Oversee compensation and administration of benefits, • Develop and implement personnel policies and procedures, • Act as core “evangelist” in defining and communicating internal culture, • Develop and participate in staff training and development programs, • Support management team is defining performance management procedures including the annual review process, goal setting and implementation of performance improvement plans, • Manage our Talent Acquisition Lead and help develop hiring/recruitment strategy, coordinate/conduct interviews, and onboard new hires, • Maintain personnel files in accordance with requirements of funding agencies and regulations, • Collect and analyze HR data to improve organizational performance, • Coach and counsel employees and managers about employee relations to enhance employee satisfaction, • Work directly with department managers to assist them in carrying out their responsibilities pertaining to personnel and recruitment matters, • Maintain knowledge of industry trends and employment legislation and ensure compliance, • Maintain responsibility for compliance with federal, state and local legislation pertaining to all personnel matters Desired Skills and Experience • Bachelor’s Degree or Master’s Degree in Human Resources Management and/or equivalent professional experience, • Minimum 7 years of experience in progressively more responsible HR positions, preferably in technology, start-ups, non-profits, or skills-based industries, • Broad HR experience in recruitment, benefits administration, compensation, and professional development, • Previous experience working within a small organization that scaled in complexity and personnel, • Strategic thinker with proven ability to develop and implement HR strategies and programs, • Previous experience working with senior level executives – ability to work comfortably with executives and juggle multiple view points and priorities, • Entrepreneurial mindset and flexibility a MUST - a leader who is willing to “roll up sleeves” and get the job done during a period of rapid growth, • Ability to prioritize and handle multiple tasks in a fast-paced environment, • Strong administrative, managerial and leadership skills, • Excellent interpersonal, communication, writing and presentation skills

Job Description Company Overview: Topaz HR is a dynamic outsourced HR firm serving companies across diverse industries, specializing in a broad spectrum of HR and employee relations projects. Position Overview: The Human Resources Strategic Partner at Topaz HR plays a pivotal role in aligning HR-DOL laws with company policies, drafting essential HR documents, and offering strategic advice to clients. Responsibilities include overseeing the hiring and onboarding processes, creating comprehensive onboarding plans, and providing valuable insights on compliance and practical aspects of the employee journey. Location: The Bronx, NY Job Type: Full Time Schedule: Onsite • Monday – Friday, 9:30 AM - 5:30 PM, • Up to 70% Travel throughout the Five Boroughs. Brooklyn, Manhattan, Queens, The Bronx and Staten Island. Salary: $70,000 - $85,000 USD/Annually Benefits: Health, Vision, Dental, 401(k) (with match) & PTO Key Responsibilities: To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Predictable, reliable, and punctual attendance is an essential function of the job role. • Conducting regular assessments to align HR laws with current company policies and procedures and training., • Drafting a variety of HR documents to meet client needs, job descriptions, offer letters, etc., • Advising and supporting clients on best practices in hiring, compensation management, company culture, performance, terminations, benefits administration, disciplinary action, and leave management (FMLA, PFL, sick leave)., • Overseeing/guiding the hiring and onboarding process for client employees. Qualifications: • Previous HR experience as a Generalist, HRBP, or HR Manager (minimum 3-5 years)., • Strong familiarity with Microsoft Office products (Word, PowerPoint, Excel, Teams, and Outlook)., • Bilingual in English and Spanish. Physical Demands The physical demands and work environment described here are representative of those an employee encounters while performing the essential functions of this job.Sitting for extended periods of time, computer usage including data entry for much of the workday, regular phone communication, handling paperwork and documentation, and participating in meetings. Field position requiring frequent local travel throughout the state and occasional overnight stays. Exciting Opportunities: This role presents an exciting opportunity for a passionate HR professional to stay at the forefront of the evolving world of HR best practices. You will have the chance to interact with multiple industries regularly, making it an ideal position for a goal-oriented individual eager to learn and engage with diverse businesses. Compensation The published salary range is used as a guide to provide prospective candidates with a level of compensation that is competitive with today’s market. The salary range for this position is a good faith estimate that allows for flexibility to align with various levels of experience, education, and performance. EEO Statement Topaz HR is an Equal Opportunity Employer, and we do not discriminate on the basis of race, color, religion, gender, national origin, age, disability, or any other status protected by applicable law. We value and are committed to creating an inclusive environment for all employees. Powered by JazzHR iQ4kVFROA9

Job Description Position: Vice President, Human Resources Location: New York, NY (Hybrid) Salary: $140K – $175K + Bonus Stable European Bank seeks a VP of Human Resources to join their Team!! Responsibilities • Oversee and integrate HR functions including payroll processing and reconciliation, benefits, recruiting and employee relations, including coordinating with external vendors and internal stakeholders as applicable., • Administer and evaluate employee benefits programs and ensure regulatory compliance., • Support preparation and monitoring of personnel budgets and workforce planning., • Support various work visa applications., • Manage employee relations matters, including investigations, accommodation requests, etc. and related documentation., • Coordinate and perform full-cycle recruiting and onboarding processes., • Ensure HR policies and practices meet regulatory, legal, audit and governance standards., • Analyze and improve HR workflows, policies, and systems. Qualifications • 7–10 years of progressive HR generalist experience., • Bachelor’s degree required; HR certification preferred., • Masters or MBA is preferred, • SAP Experience desired, • Experience with HRIS, payroll systems, immigration visas, and compliance reporting., • Experience in banking or another highly regulated, international financial services environment, • German language ability is a plus., • Strong legal, regulatory, compliance awareness and knowledge for HR topics., • Impeccable written and verbal communication skills.

NEW ROLE! GROWING company is looking for a Regional HR Business Partner to help them build out a more proactive HR Business Partner model – getting HR out in the field. HR Business Partner/HR Generalist experience supporting employees in multiple locations. TITLE: Regional HR Business Partner, Cen

NEW ROLE! GROWING company is looking for a Regional HR Business Partner to help them build out a more proactive HR Business Partner model – getting HR out in the field. Work closely with business leaders coaching and advising them on all things HR (i. HR Business Partner/HR Generalist experience s

Job Description Title: Director of Human Resources Report to: Chief Operating Officer Status: Full-Time/Exempt Compensation: $105,000 - $115,000/ Annually Work Schedule: Monday - Friday, Minimum of 1 -2 days remote option available. Office Location: New York, NY 10017 Organization Overview: HousingPlus is a value driven nonprofit organization focused on assisting women in building community and transforming their lives. HousingPlus is actively seeking to provide support, training and opportunities that foster growth and well-being for its staff as well as the women we serve. The mission of HousingPlus is to provide permanent, affordable housing and comprehensive services to women, including women with children, and gender expansive people to support them in overcoming poverty, homelessness, addiction, trauma and the effects of incarceration, in order to build lives of stability, and to define and realize goals for themselves and their families. Since its beginning in 2002, HousingPlus has worked to address the lack of housing and services for women who have historically been underserved and marginalized, especially women impacted by the criminal justice system, and for the past 10 years, also female Veterans. Over the next three years, HousingPlus' programs will continue to grow, along with its commitment to serving vulnerable populations. Please consider joining a team committed to building brighter futures for all! Please visit our website for more information regarding our organization: www.housingplusnyc.org. Please do not call or email HousingPlus regarding the status of your application. Position Summary: HousingPlus is hiring a Director of Human Resource to join our growing company. The Director of Human Resource is responsible for designing and implementing HR policies, fostering a positive and inclusive workplace culture, and ensuring compliance with federal, state, and local employment regulations. The Director of Human Resource must demonstrate strong leadership and execution of human resource functions. The role is very strategic, requiring a blend of passion, skills and commitment to the successful implementation and execution of HR functions, with the ability to manage and provide oversight to HR Generalist. Competencies/ Skills: Strategic Leadership: The Director of Human Resource must demonstrate the ability to align HR strategy with the organization mission and long-term goals, firm in decision making and a critical thinker. Experienced in advising executive leadership to influence organizational direction. People & Culture Development: Skilled in fostering an inclusive, collaborative, and mission driven workplace culture, with experience leading diversity, equity, inclusion, and belonging (DEIB) initiatives. Demonstrated ability to develop staff engagement strategies and improve organizational climate. Talent Management: Provide leadership and guidance in recruitment, onboarding, workforce planning, and retention strategies. Knowledgeable of performance management frameworks suitable for non-profit, and the ability to design leadership development and training programs and/or departments. Employee Relations: Must possess strong conflict resolution and mediation abilities, with the ability to coach managers and handle sensitive HR cases with discretion and in a timely manner. The candidate must possess emotional intelligence and strong interpersonal communication skills. Compliance & Risk Management: The candidate must know federal, state, and local employment laws. Expertise and experience in developing compliant HR policies, handbooks, and procedures, and experience with risk mitigation, workplace investigations, and HR audits. Operational Excellence: The candidate must be a forward thinker, understanding the need to and possess skills in optimizing HR processes, systems, and databases. Must have experience working with HRIS platforms, payroll systems, and benefits administration, and be strong in organizational and project management skills. Financial & Analytical Skills: The candidate must have the ability to build and manage HR budgets, working with the Finance Department to align with the budget. Knowledge of compensation design, salary benchmarking, and total rewards, and skills in Skilled in analyzing HR metrics, workforce data, and reporting trends to leadership. Communication & Relationship Building: Must demonstrate excellent written and verbal communication skills, with the ability to engage stakeholders, board members, staff, and external partners. Candidate must possess experience and skill in change management and leading organization-wide initiatives. Additional Skills: Experience in multi-site or remote workforce management, grant compliance awareness – especially HR related to city, state, and government contracts, and understanding non-profit governance and senior-level interactions. Cultural competence and sensitivity working with diverse communities, with the adaptability and resourcefulness in environments with limited resources. Duties/Responsibilities: • Collaborate with the Chief of Operations on implementing the organization's human resources strategic plan., • Onboarding and offboarding of new hires, developing and maintaining best practices of orientation, background checks, records, and exit meetings., • Responsible for the data integrity of the HRIS for new hires, employee information, and employment status changes., • Partnering with and coaching business leaders to ensure timely support and advice in key areas such as people development, career progression, reward, and recognition. Counsels and coaches' supervisors on the appropriate handling of disciplinary matters, including documentation, and refers to legal counsel when necessary., • Attends and participates in employee disciplinary meetings, disputes, terminations, and investigations., • Maintain knowledge of trends, best practices, and regulatory changes in HR and employment laws, and apply this to internal policies and processes., • Perform data analysis to inform decision-making, employee retention, recruitment, and employee relations., • Administers and oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development., • Manages time and attendance, including payroll., • Implement initiatives that foster an inclusive culture across the organization., • Provide oversight to HR Generalist/Recruitment on efficiencies and best practices that meet organizational goals., • Develop policies and procedures that guide the Human Resource Department, and maintain its sustainability. REQUIREMENTS: Required Skills/Abilities: • Experience in a non-profit or mission-driven organization., • Experience managing HR for multi-site or remote teams., • Familiarity with grant compliance or HR requirements for federally funded programs Education and Experience: • Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field, Master's degree in HR preferred., • 7–10+ years of progressive HR experience, including leadership roles., • HR certifications such as SHRM-SCP, SHRM-CP, SPHR, or PHR., • Knowledge of federal, state, and local labor laws., • Experience managing recruitment, employee relations, performance management, and HR compliance., • Strong communication, leadership, and interpersonal skills., • Demonstrated commitment to diversity, equity, and inclusion. Physical Requirements: • Prolonged periods of sitting at a desk and working on a computer., • Must be able to lift up to 15 pounds at times. Benefits: Medical, Dental, Vision, Flexible Spending Account, Commuter Benefits 403B Matching Supplemental Insurance at your discretion Access to discounted entertainment benefits

Job DescriptionDescription: Introduction Founded in 2019, Tillman Networks provides a holistic solution to network deployment at the national level. Tillman Networks offers a complete portfolio of services including site development, design and engineering, implementation, and maintenance of network infrastructure. Tillman Networks strives to provide high quality, turnkey solutions that put its customers first. At Tillman Networks we put our people first. As a culture-driven organization, the continued progress of an organization like ours depends on its people. As part of the Tillman Networks team, you’ll collaborate with people of all styles, skills sets and backgrounds to realize our vision while fostering a community where everyone feels included and empowered to do their best work. Role Summary: Tillman Networks is currently seeking a highly motivated, organized, and strategic individual to oversee all administrative activities related to our organization’s personnel. As the Human Resources Manager, you will develop recruitment strategies and implement systems for managing staff benefits, payroll, and employee behavior. The successful candidate will be responsible for ensuring the smooth onboarding of new employees, maintaining compliance with company policies and legal regulations, and fostering a positive and productive workplace culture. Additionally, as the HR Manager you will play a key role in driving employee engagement and satisfaction through best HR practices. What You’ll Do: • Oversees the implementation of Human Resources programs through HR staff, identifying opportunities for improvement and resolving issues., • Leads the development of departmental goals, objectives, and systems, providing strategic leadership for performance evaluation., • Manages the development and maintenance of the HR sections on the company website, focusing on recruiting, culture, and company information, as well as the employee intranet., • Establishes and leads standard recruiting and hiring practices to attract and hire a superior workforce., • Conducts interviews for management and executive positions, serving as part of the interview team for position finalists., • Partners with management to communicate HR policies, procedures, programs, and legal requirements., • Determines and recommends employee relations practices to establish a positive employer-employee relationship and promote high levels of employee morale and motivation., • Provides engagement opportunities for the company to enhance employee satisfaction and retention., • Assists with benefits administration, including open enrollment and addressing general benefit concerns., • Coaches and trains managers in effective communication, feedback, recognition, and interaction with their employees, ensuring ethical, honest, and legal communication practices., • Conducts investigations as required or directed by leadership., • Supports employee needs by being empathetic and responsive to personal issues. Requirements: Basic Qualifications: • Bachelor's degree in Human Resources, Business Administration or related field., • Minimum of 5 years of HR experience, with at least 2 years in a managerial role., • Proven experience in developing and implementing HR strategies and initiatives aligned with overall business strategy., • Demonstrated performance in consulting with line managers in matters relating to employee development, performance management and general HR related area is required., • A solid, working knowledge of HR policies, procedures, and federal legislation related to employment practices and general HR administration is required., • Experience working in a remote organization is a PLUS., • Ability to maintain highest level of confidentiality. Preferred Qualifications: • Must have HR generalist expertise with a strong ethical, customer service, and interpersonal/ collaborative work style., • Experience in transforming, implementing and driving change within HR., • Demonstrates effective interpersonal skills by establishing appropriate rapport with all levels of management and associates, projecting integrity, trustworthiness and expertise. What We Offer As a growing company, we are committed to attracting and developing the best talent by offering a workplace where results are recognized and rewarded. We offer a great opportunity for: • A collaborative environment, • Competitive benefits and wellness package, including medical, dental and vision coverage, • 401k plan with company match, • Competitive vacation policy, • Paid parental leave, • Employee Recognition Program We consider a wide range of factors when determining compensation, which may cause your compensation to vary depending on your skills, experience, and qualifications. Tillman Networks is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.

Job Description PRIMARY FUNCTION/PURPOSE: The Senior Human Resources Generalist performs duties at the professional level supporting a wide range of Human Resources functions in some of the following areas: performance appraisal process, orientation, and training/development and compliance efforts. This role will be responsible for employee and labor relations and be an active member of the overall Human Resources team and will provide support in on-going Human Resources projects. The position requires an extremely perceptive person who can interact respectfully with individuals at all levels within the Agency, as well as with external vendors, with an understanding of the balance between the Agency’s needs, business demands, and employee goodwill. ESSENTIAL DUTIES AND RESPONSIBILITIES: • Ensure consistent interpretation and administration of Agency policies and procedures, practices and principles relating to employee and labor relations and risk management., • Manage labor relations and disciplinary issues with employees, by conducting investigations, counselling, and advising directors, supervisors, and general staff on recommended approaches to resolve challenges to avoid grievances and offer resolution options and prevention processes for recurrences., • Provide advisement to directors, managers, and supervisors in areas of employment law, overall performance management (which includes annual and introductory employee reviews), and professional development., • Train managers and supervisors on productive and efficient management as it pertains to coaching; corrective actions; effective communication skills; interventive actions to resolve employee grievances; general effective interactive skills to minimize escalations., • Liaise with broker on employee eligibility for benefit plans. Review benefits and claims with employees. Processes enrollments, cancellations, or changes., • Manage and organize benefits annual open enrollment., • Manage leaves of absence, Short-Term Disability (STD), Long-Term Disability (LTD) – maternity, paternity, medical, Paid Family Leave (PFL), Family Medical Leave Act (FMLA), and Accidental Death and Dismemberment (AD&D), etc., • Process and monitor all workers’ compensation case files; follows-up on open cases., • Review new hire packets, within two days of orientation [before senior management sign off]., • Exhibit extensive knowledge, while maintaining compliance of human resources policies and procedures & Federal, State, and local laws regarding employment practices., • Ensure compliance with USCIS Form I-9 Employment Eligibility Verification; periodically, quarterly at minimum, conduct I-9 Form completion audits., • Collaborate with HR Specialist and/or other team members to audit all personnel records and HRIS systems on a quarterly basis., • Maintain an environment of positive employee relation by maintaining confidentiality, establishing trust and credibility, being approachable and fair, balancing business needs with employee needs, and spending significant time interfacing directly with employees and managers., • Conduct site visits and ensure State, City and Federal regulatory compliance posters at all sites., • Irrespective of responsibility, serve as backup support where needed to meet business demands and needs., • Any additional duties and activities and designated by supervisor. MINIMUM QUALIFICATIONS: • Bachelor’s Degree in Human Resources, Business Management, or related field., • At least six (6) years of prior human resources generalist experience., • Must have strong knowledge of or ability to acquire knowledge of relevant employment laws, including but not limited to labor law, the Family Medical Leave Act (FMLA), New York State Paid Family Leave (PFL), New York City Safe and Sick Leave Act and Americans with Disabilities (ADA)., • Must have employee relations, administration of benefits and compensation programs, benefits, and leave of absence experience., • Utilize good judgment and discretion in the handling of confidential information., • Must be detail oriented, highly organized, and can work independently., • Ability to manage multiple and shifting priorities with strong follow-up skills., • Excellent project management, time management and presentation skills., • High level of experience and comfort working within an HRIS system., • Excellent oral and written communication skills coupled with strong interpersonal skills., • Work to resolve issues in a proactive, respectful, and positive manner., • Proficient in MS Office, Outlook, Excel, PowerPoint, and Adobe. OTHER REQUIREMENTS (including Physical Demands): • May be required to work long hours and a varied schedule., • Travelling throughout various locations in the New York City area., • Lifting and moving objects weighing up to 30 pounds several times a week., • Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EEO Statement – Children’s Rescue Fund is an Equal Opportunity Employer. We 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, sex, national origin, disability, gender identity, sexual orientation or protected veteran status.

Job Description SpaceXAI's mission is to create AI systems that can accurately understand the universe and aid humanity in its pursuit of knowledge. Our team is small, highly motivated, and focused on engineering excellence. This organization is for individuals who appreciate challenging themselves and thrive on curiosity. We operate with a flat organizational structure. All employees are expected to be hands-on and to contribute directly to the company's mission. Leadership is given to those who show initiative and consistently deliver excellence. Work ethic and strong prioritization skills are important. All employees are expected to have strong communication skills. They should be able to concisely and accurately share knowledge with their teammates. ABOUT THE ROLE: The HR Business Partner team is a key partner in helping scale the organization and support its talented employees. We work closely with senior leaders and their teams with the full lifecycle of an employee from onboarding, career development, recognition, performance management, org design and more. We help steer important decisions, and operate with urgency in ensuring that all of our teams are able to perform at their very best. In this role you will support both Technical and Non-Technical teams. RESPONSIBILITIES: • Strategize with managers on talent from recruitment strategy and skill needs, to employee relations, rewards and recognition, and employee morale and satisfaction., • Regularly track people data and identify trends and patterns on hiring, attrition, employee feedback, and compensation., • Partner with compensation and benefits teams in administering and evaluating our rewards programs, and ensuring employees are educated and familiar with our offerings. Identify areas we can continue to enhance and improve., • Provide partnership in organizational design through re-orgs, management changes, leveling & titles, and data & reporting., • Give critical and direct feedback to managers on areas of opportunity so they can continue to grow and lead at a high level. Understand their organizations and products, to better help influence your recommendations and guidance. BASIC QUALIFICATIONS:, • 4+ years as an HR generalist/HRBP with exposure/experience across other fields w/in HR or related discipline., • Experience working in a fast-paced, high growth, dynamic business environment; experience in the tech industry and supporting technical teams highly desired., • Strong problem-solving, critical/analytical thinking abilities., • Outstanding interpersonal and influencing skills; demonstrated ability to develop relationships and influence at multiple levels within the organization., • Demonstrated ability to partner with team members outside of the US on global issues., • Excellent communication (verbal and written) skills and organizational consulting skills.PREFERRED SKILLS AND EXPERIENCE:, • You are motivated by complexity and challenges., • You are comfortable in ambiguity and can pull relevant components out of complex situations to connect the dots and make sound decisions, • You are a high energy person and like fast paced, dynamic environments that evolve before they have to., • You are competitive and like to win - together. You thrive off working with smart, creative people that challenge you to perform at a higher level and draw the best out of you., • You have a high learning agility and press in to understand people dynamics, new business models and talent processes. COMPENSATION AND BENEFITS: $110,000 - $140,000 USD Base salary is just one part of our total rewards package at SpaceXAI, which also includes equity, comprehensive medical, vision, and dental coverage, access to a 401(k) retirement plan, short & long-term disability insurance, life insurance, and various other discounts and perks. ITAR REQUIREMENTS: • To conform to U.S. Government export regulations, applicant must be a (i) U.S. citizen or national, (ii) U.S. lawful, permanent resident (aka green card holder), (iii) Refugee under 8 U.S.C. § 1157, or (iv) Asylee under 8 U.S.C. § 1158, or be eligible to obtain the required authorizations from the U.S. Department of State. Learn more about the ITAR here. SpaceXAI is an equal opportunity employer. For details on data processing, view our Recruitment Privacy Notice.

Job Description General Counsel Job Description NYC Kids RISE is a nonprofit organization working with the City of New York and NYC Public Schools to manage the Save for College Program (the Program) - a universal wealth building platform for New York City neighborhoods. The Program that expands access to mainstream financial products; builds individual, family, and collective financial assets; provides financial education for families and students; and brings schools and communities together to support all their children’s futures. The Save for College Program’s model is intended to drive neighborhood-level changes in economic opportunity and mobility by promoting asset building, reinforcing college- and career-going expectations, and strengthening social capital, networks, and infrastructure in neighborhoods across New York City. Through the Program, eligible students enrolled in an NYC public school (including participating charter schools), starting in kindergarten, automatically receive a free NYC Scholarship Account with an initial allocation of $100 by NYC Kids RISE on their behalf, invested in a NY 529 Direct Plan, and opportunities to receive additional rewards over time. Their families can open and connect their own college savings account on their child’s behalf, and communities can contribute to groups of these NYC Scholarship Accounts as both a targeted and universal platform for community-driven asset-building in every neighborhood. This approach draws from a variety of best practices and disciplines across the fields of asset building, child savings accounts, financial empowerment, education, community wealth building, urban poverty, neighborhood effects and social capital research, collective impact, and more. Read more about NYC Kids RISE and the Save for College Program and listen to stories from partners who helped build the platform during its pilot phase from 2017 to 2022. You can also view recent articles in Fast Company, the Wall Street Journal, and the NYCHA Journal; and read more about NYC Kids RISE theory of change in a report by the Urban Institute. With a national, state, and local bipartisan recognition of the power of early wealth building and the Program's infrastructure in place, there is a window of tremendous opportunity to realize a bold vision for NYC kids. Currently, more than 380,000 students, including nearly every K-4th grade student in NYC Public Schools, has an asset for college and career training with ~$85 million designated for their educational futures. Each year moving forward ~75,000 children will be added until nearly every student in NYC public school across the five boroughs has an NYC Scholarship Account. Position Summary The General Counsel (GC) serves as the chief legal resource and strategic legal advisor to the Executive Director, Management, and the Board of Directors. This will be the inaugural GC role within the organization, bringing together a robust set of workstreams and existing staff and external support across legal and compliance functions. Currently, the role will have one direct report (Senior Director, Compliance and Administration). The GC is responsible for overseeing and managing all legal matters and risks for the organization, ensuring compliance with all applicable laws and regulations, and upholding the nonprofit's mission and tax-exempt status. The role also serves as a key advisor on strategy, growth, and operations for the organization as it moves through the continued development and evolution of the Program in NYC and as a model for the country. The GC can be a generalist but should have competency related to non profit governance, information technology, data security and privacy, cyber security, complex contract and relationship and relationship negotiation/management (particularly as affected by relationships with public authorities). The GC will have access to a network of legal support through the Lawyers Alliance of New York and other external legal resources. The ideal candidate will be a proactive, creative, solutions-oriented leader who can balance legal risk with the organization's strategic and operational objectives. Primary Responsibilities: General Counsel Legal Strategy & Organizational Leadership • Strategic Counsel: Advise the Executive Director, senior leadership, and Board on a wide range of legal and regulatory matters, corporate governance, fiduciary duties and policy matters., • Nonprofit Compliance: Ensure continuous compliance with all relevant laws governing tax-exempt organizations, including city, state and federal lobbying regulations, privacy regulations including those related to student data, as well as donor information, fundraising disclosures, and maintenance of 501(c)(3) status., • Coordination and Project Leadership: Own the coordination and execution of legal and compliance workstreams across the organization, including the engagement and management of external counsel and experts / stakeholders as needed., • Operational and Commercial Savvy: Bring together concrete, practical guidance around legal requirements with a lens toward the operational needs, business requirements and tactical realities faced by the organization., • Team Management and Leadership: This is an inaugural in-house role, and as such the General Counsel will need to be able to build up systems and functional integrations that will establish their work as a clear function within the organization (while retaining deep connections with outside counsel and third party / specialist supports). Candidates should have some experience with developing and cultivating a high-performing team, including supervising direct reports, coordinating efforts across internal and external resources, and thoughtfully managing capacity and efforts to meet organizational priorities and objectives. Data Privacy & Security, • Data Privacy Compliance Framework: In partnership with the organization’s technology leadership and external vCISO, as well as external data privacy counsel as appropriate, support the development, implementation, and maintenance of a robust global data privacy and security compliance program, including developing guidance for use of AI tools by and within the organization., • Regulatory Expertise: Ensure compliance as necessary with key state and federal privacy regulations, including but not limited to:, • FERPA (Family Educational Rights and Privacy Act), • COPPA (Children’s Online Privacy Protection Act), • New York State Education Law related to release of student, teacher, and administrative data, • Relevant New York City / Chancellor’s regulations related to student privacy, • Data Governance: In collaboration with the CTO, advise and support the development and ongoing implementation of the organization's data retention, use, and destruction policies, • Incident Response: Lead and manage the legal aspects of incident response, coordinating with IT, communications, and external counsel as necessary.Contracts & Negotiations, • Contract Management: Draft, review, negotiate, and manage all organization-wide contracts, agreements, and legal documentation., • Complex Negotiations: Lead negotiations for high-value strategic partnerships, major vendor agreements, grant agreements, and donor agreements., • Template Library: Create and maintain a relevant library of standardized, legally sound contract and NDA templates (e.g., employment, consulting, vendor, grant-making, licensing, and human resources related agreements as appropriate)., • Governmental Agreements: Manage and provide legal oversight for agreements with government partners, ensuring supportive compliance mechanisms that can be operationalized within a small and busy nonprofit environment, • Dispute Resolution: Manage and oversee any contractual disputes or litigation.Expertise Focus: Policy, Risk, and Governance, • Organizational Policy Leadership: With support from Compliance leadership and in partnership with related administrative and programmatic leads, oversee the ongoing build and refinement of the organization’s policies, including policies related to financial management, information security, human resources, and programmatic implementation. This includes oversight and coordination of the development and implementation of new policies and the ongoing update process for policy documents over time, as well as the maintenance of all official / final policy documents for the organization., • Risk Management: Identify, assess, and manage risks across the organization, including the buildout, evaluation and updating of a clear risk inventory for the organization, development of risk management tools and systems, and management of the organization’s key liability insurance policies., • Governance: Advise Executive Director, senior leadership and the Board regarding legal compliance, draft key governance documents, in coordination with other team members and executive leadership where appropriate.QualificationsCredentials & Experience, • Education: Juris Doctor (J.D.) degree from an ABA-accredited law school., • Bar Membership: Active member in good standing of the New York State Bar Association, • Experience: Minimum of 12 years of progressively responsible legal experience, with a significant portion of that time spent as in-house counsel, preferably within an NY-based nonprofit or mission-driven organization. Supportive supplemental certifications (not required) could include: (Advanced) Certified Nonprofit Professional ((A)CNP); Chartered Advisor in Philanthropy; or Compliance and Ethics Professional., • Preferred Specialized Knowledge and Experience:, • Demonstrated experience with major data privacy laws (e.g., FERPA, related student privacy laws)., • Experience in drafting and negotiating complex contracts with governmental agencies, key vendors, and nonprofit funding partners., • Understanding of organizational risk evaluation and management, including the procurement, renewal, evaluation and management of organizational liability insurance policies, • Leadership of organizational policy initiatives, including the creation, iteration and synthesis of policies within a dynamic and growing organizational environment, • Experience designing, implementing and explaining contractual requirements of different kinds of nonprofit funding agreements and mechanisms, including commercial co-ventures, grant agreements, round-up campaigns, etc., • Experience with the legal and compliance requirements of implementing and managing a nonprofit endowment is a plus, • Familiarity with NY / NYC regulations and State and City filings for charities., • Experience developing clear, tailored guidance and/or trainings for staff around legal concepts and related risks, including donor solicitation and communications, vendor and subgrantee management, commercial co-venture partnerships, etc.Core Competencies, • Exceptional written and verbal communication skills, with the ability to translate complex legal issues into clear, practical advice for non-legal audiences., • Proven ability to work in fast paced environments and to meet deadlines, • Proven ability to work collaboratively across all departments (e.g., Program, Technology, Finance, HR, Compliance, Fundraising)., • High ethical standards and impeccable professional integrity.Mission Alignment, • Passion for expanding economic opportunity and long-term financial security for NYC families and communities, • Deep Interest In/Commitment to advancing equity and addressing the racial wealth gap through asset-building strategiesSALARY AND BENEFITS The salary range for this position is $210,000 - $253,000. NYC Kids RISE provides a comprehensive benefits package including 30 days of paid time off (15 vacation days for new employees increasing with tenure; 5 personal days; and two weeks of office closure per year, one in early July and one at the end of December), plus sick time and holidays; medical, dental, vision, life, short- & long-term disability insurance; healthcare FSA with employer contribution; dependent care FSA; and a 401(k) with 4% employer match after one year of service. LOCATION AND WORK SCHEDULE NYC Kids RISE currently maintains a hybrid work environment where staff work both from home and in the office, as determined by the staff member's preferences as well as the needs of the organization and the specific responsibilities of individual roles and teams. We anticipate that this role will work 1-3 days in-office, depending on organizational initiatives and needs. The offices are in Long Island City (Queens, NY). APPLICATION INFORMATION Please note: As of Friday August 7th, we are no longer accepting new applications for this position, but the listing remains online for reference while we complete our review process. NYC Kids Rise is an Equal Opportunity Employer. We do not discriminate in employment on the basis of gender, religion, race, creed, color, national origin, citizenship status, age, disability, marital status, caregiver status, sexual orientation, gender identity or expression, military status, unemployed status, or any other characteristic protected by law. Powered by JazzHR sZbyWISg7g

We are seeking a skilled and experienced Talent Acquisition Manager to join the Human Resources Department. This position offers high visibility within senior levels of the organization; partnering with business leaders to understand business needs and recruiting top talent into the organization. Responsibilities: Partner with senior managers to develop and implement recruiting strategies Extend and negotiate offers with candidates. Develop and manage relationships with existing and passive candidates. Ensure that legal hiring procedures and policies are maintained. Responsible for the on-boarding of new employees. Transactional activities: scheduling interviews, candidate entry into the onboarding system, background check requests, offer letters, communications, etc. Proactively source talent via our database, social media, networking and referrals, etc. Screen and interview qualified candidates, presenting top talent to Hiring Managers and ultimately advancing them through the process. Advise hiring managers on compensation recommendation. Develop talent and speak with leadership on strategies for talent retention. Requirements: The ideal candidate will have a minimum of 8+ years of recruiting experience. Bachelor’s degree in Human Resources, Business Administration, or a related field. Experience recruiting for high-volume blue-collar roles in addition to executive level roles; strong understanding of compensation plans including knowledge of equity plans and the mechanics of how they work. Experience with some HR Generalist responsibilities including; talent development, HRIS, and employee relations are a plus. Experience building internship recruitment programs from scratch. Strong communication skills. Ability to work independently and thrive in a high volume, fast-paced environment. Proactive/forward thinking, sound judgment in decision making.

Job Description Renewal by Andersen is the custom division of Andersen Windows. Founded in 1903, Andersen Windows has been the world's largest and most recognized brand for exclusive window and door systems. Renewal by Andersen was founded with the objective of creating a different and better window and door replacement experience for homeowners. The Role This high-impact, project-based position is ideal for a versatile HR generalist thriving in a fast-paced, high-growth environment. Reporting to the Head of People, you'll translate strategic direction into well-designed programs, tools, and processes, supporting our multi-market operations. The candidate should have strong experience across talent management, L&D, employee relations, benefits, compliance, and HR operations, with excellent program management and communication skills. Team & Structure Operating within a COE + HRBP model, this role partners closely with HRBPs across 7 locations and 15 markets, supporting talent management, employee relations, leave, benefits, and compliance. Collaboration with the Director of Talent Acquisition on onboarding and workforce planning is also key. Why This Role • Influence HR strategy alongside the Head of HR, • Gain broad exposure across HR functions and build scalable programs, • Work directly with executives and senior HR leaders, • Genuine breadth across the full HR function, with room to deepen in areas you're passionate about Key Responsibilities • Performance Management: Develop and implement performance programs, create manager tools, and ensure consistent execution across markets., • Learning & Development: Identify needs, design or source leadership programs, and manage professional development initiatives., • Talent & Succession Planning: Support talent reviews, identify high-potential talent, and assist with organizational design., • Engagement & Retention: Oversee engagement surveys, leverage data to inform initiatives, manage recognition programs, and support retention efforts., • Employee Relations: Standardize investigation processes, analyze trends, and support escalation management., • Leave & Benefits: Develop leave policies, ensure compliance, support open enrollment, and promote wellbeing programs., • Compliance & Policy: Conduct audits, maintain policies aligned with regulations, and update employment agreements., • HR Operations & Projects: Support offboarding, HR system projects, and leadership meetings, leading special initiatives as needed. Qualifications • 8+ years HR experience, with depth in talent management and broad HR functions, • Proven success in implementing talent programs and processes, • Knowledge of multi-state employment law (NY, NJ, CA), • Experience in multi-location or COE/HRBP models, • Strong project management, stakeholder engagement, and communication skills, • Proficiency in HR tech, data analysis, and leveraging AI tools (e.g., ChatGPT, Copilot), • Experience in retail, hospitality, healthcare, or distributed services (preferred), • SHRM-CP, SHRM-SCP, PHR, or SPHR certification (preferred) Location Based in the NY Metro area, with options in Cranford, NJ; Farmingdale, NY; or Stamford, CT, plus two days/week at NYC headquarters. Compensation & Benefits • Salary: $140,000–$160,000, • Target Bonus: 20% of base salary, • Benefits include medical, dental, vision, life, STD/LTD, 401(k) match, student loan reimbursement, and tuition assistance. Pay Range $140,000—$160,000 USD DISCLAIMER: The above information on this description has been designed to indicate the general nature and level of work performed by employees in this classification. It is not designed to contain or be interpreted as an exhaustive list of all responsibilities, duties and qualifications required of employees assigned to this job. SMS terms: Windows, LLC offers you the option to engage in SMS text conversations about your job application. By participating, you also understand that message frequency may vary depending on the status of your job application, and that message and data rates may apply. Please consult your carrier for further information on applicable rates and fees. Carriers are not liable for delayed or undelivered messages. Reply STOP to cancel and HELP for help. By opting-in to receiving SMS text messages about your job application, you acknowledge and agree that your consent data, mobile number, and personal information will be collected and stored solely for the purpose of providing you with updates and information related to your job application. No mobile information will be shared with third parties/affiliates for marketing/promotional purposes. All the above categories exclude text messaging originator opt-in data and consent; this information will not be shared with any third parties.

Driven to be the Best People. Performance. Purpose. At Avis Budget Group, we’re driven to be the best vehicle rental company in the world, together. Our 25,000 employees raise the bar every day, bringing different perspectives, taking ownership, and leading with integrity. We’re defining the future of mobility with safe, sustainable solutions that move people, businesses, and communities forward. The Human Resources Business Partner will serve as an internal business partner, delivering comprehensive HR programs, initiatives, and solutions to the functional areas. In this role, you will be a key member of the HR leadership team and provide strategic and tactical human resources support for your assigned field operations location (~450 employees). What You’ll Do: Support union, non-union, management and staff in the specified departments and field locations and ensure HR compliance from both a legal and company policy perspective Work with management to define talent management needs to design and implement HR programs and practices e.g., organizational design, workforce development/planning, talent review, succession planning, talent acquisition, compensation management, etc. that align with and support location needs and Company goals Facilitate leadership development and key talent retention efforts e.g., performance management, coaching/counselling/corrective actions, employee recognition and rewards, talent review, etc. Perks You’ll Get: Paid time off 401K retirement plan with company matched contributions Access to Medical, Dental, Vision, Life and Disability insurance Eligible to elect other voluntary benefits including: Group Legal, Identity Theft, Insurance, FSA, additional life insurance coverages Contribute up to $260 as a tax free benefit for public transportation or parking expenses Employee discounts, including discounted prices on purchase of Avis / Budget cars Access to an Employee Assistance Program for services including counseling, financial and legal consultation, referrals for care service, and more What We’re Looking For: 5+ years of generalist/ HR leadership experience Bachelor's Degree PHR or SPHR Certification (Preferred) Labor Relations experience (Preferred) The annual starting salary range for this position is $115,000+ . Factors which may affect starting pay within this range may include geography/market, skills, education, experience and other qualifications of the successful candidate. This position is also eligible for bonus + Company Vehicle (Gas, Insurance, Maintenance Included) Who We Are: Here at Avis Budget Group, you will be joining a team of 25,000 driven people, performing with purpose. Together, we’re moving the future of transportation forward with our innovative, customer-focused solutions. Our culture is performance driven, where we encourage and support each other to be at our best through leadership, training, tools, and rewards. We are proud to make a positive difference to the lives of our colleagues, customers, and communities where we operate. Avis Budget Group is an Equal Opportunity Employer – Qualified applicants will receive consideration for employment without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran or any other category protected by applicable law. This advertisement does not constitute a promise or guarantee of employment. This advertisement describes the general nature and level of this position only. Essential functions and responsibilities may change as business needs require. The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law. This position may be with any affiliate of Avis Budget Group. Whitestone New York United States of America

Job Description About Us: Applecart is the leading technology company that C-suites rely on to reach business-critical decision makers. The most important decisions are made by the hardest people to reach and influence. Historically, C-suite leaders have lacked the tools to reach the stakeholders who matter most to their business. The C-suites of hundreds of Fortune 500 companies, major agencies, trade associations, nonprofits, and governments use Applecart to put their best content in front of business-critical decision makers and those they trust — from policymakers and investors to CEOs, key employees, members of the media and more. Decision makers are informed by what they read, learn from advisors, hear from colleagues, and discuss with family and friends. To break through to them, you must reach them through the only channel that really moves them: those they know and trust. Applecart's platform uses publicly available data to map billions of social relationships between nearly every American adult and enable clients to deliver content directly to decision makers and those who matter most to them. We are hiring a Learning & Development Manager in our New York office. About the Role: You will be responsible for owning Applecart's enterprise-wide learning programs, including onboarding, our enterprise education series, and our learning management system (LMS), ensuring every employee has access to high-quality, scalable learning experiences. In this position, you will work with HR, IT, and Business Development, along with cross-functional partners across the organization. This role will report to the Director of Learning & Development. What You'll Do: • Own the LMS end to end, including vendor relationship management, day-to-day administration, and strategic integration into the broader employee experience, • Design, deliver, and continuously improve enterprise-wide onboarding programming for new hires across the organization, • Own the design and ongoing maintenance of our enterprise education series, helping every employee understand who we are and what we do, • Serve as the L&D representative in cross-functional conversations related to knowledge management, partnering closely with other teams, • Build learning content in-house, supplemented by curation from internal and external resources when appropriate, • Manage multiple concurrent enterprise-wide programs on parallel timelines, • Measure and report on program engagement and effectiveness at an organizational level Experiences and Capabilities You Bring: • 4+ years of experience in Learning & Development, with a generalist background across program types, • Demonstrated experience owning enterprise-wide programming, including onboarding and company-wide learning initiatives, • Instructional design experience, with a portfolio built for broad, varied audiences, • Experience working with an LMS, including vendor management, administration, and strategic integration, • Strong project management skills, with the ability to run multiple concurrent programs, • Familiarity with measurement frameworks (e.g., Kirkpatrick), • Comfortable operating with a high degree of autonomy in a fast paced, evolving environment, • Strong written and verbal communication skills, • Impeccable attention to detail and superior organizational skills This is a hybrid role. Work from home on Monday and Friday and in Applecart's New York City office Tuesday through Thursday. Compensation: Our compensation package consists of three components: (i) a base salary, (ii) annual cash bonus, and (iii) generous equity compensation. The base salary range for this role is between $105,000-125,000, based on the candidate's experience and skills relative to the requirements listed above. The salary range provided is exclusive of discretionary annual cash bonus and equity compensation. The salary range provided for this role is specific to candidates located in the New York City area. A few facts about us: • Applecart's platform has been used by hundreds of industry-leading clients spanning Fortune 500 companies like Blackstone and Intuit, leading nonprofit organizations like the Environmental Defense Fund, and top-tier advertising and communications agencies like Teneo, FGS, Weber Shandwick, and OMD., • Applecart is growing quickly — over the last 3 years, we've increased our bookings by 10X, grown our headcount by 4X, and we're cashflow positive., • Our senior leadership team includes two members of the Forbes 30 under 30 list for Marketing and Advertising, the former Head of Product at Moat, Oracle's online ad measurement platform, a former senior White House advisor, early sales and talent leaders from Google and Twitter, two of the Democratic Party's most successful pollsters and strategists, a former CRO of a high-growth tech company with hundreds of millions in ARR, and alums of top-tier organizations like Bain, Amazon and Simpson Thacher., • Our investors include Bain & Company, global sports, entertainment and marketing giant Endeavor, KKR Co-Founder Henry Kravis, entrepreneur Chris Burch, a founder of Palantir, senior engineering leaders at Twitter and Yelp, former Fortune 50 and advertising agency CEOs, and a number of well-known venture capitalists. Ari Emanuel, CEO of TKO and Executive Chairman of WME, and Jennifer Fonstad, Owl Capital Managing Partner, serve on our board., • Our work has been featured on Morning Joe on MSNBC, BloombergTV and The Colbert Report, and in Axios, BusinessWeek, the Associated Press, Forbes, the Washington Post, and Politico, among many others.

Job Description ACLS Mission and Overview Formed a century ago, the American Council of Learned Societies (ACLS) is a nonprofit federation of 86 scholarly organizations. As the leading representative of American scholarship in the humanities and social sciences, ACLS upholds the core principle that knowledge is a public good. In supporting its member organizations, ACLS expands the forms, content, and flow of scholarly knowledge, reflecting our commitment to diversity of identity and experience. ACLS collaborates with institutions, associations, and individuals to strengthen the evolving infrastructure for scholarship. Job Summary ACLS is seeking an energetic, enthusiastic, high performing human resources director to serve as a trusted advisor to senior leadership while maintaining direct oversight of the organization’s human resources operations. Reporting to the Chief Operating Officer, this is a one-person hands-on role providing leadership across all HR functions, including talent management, employee relations, benefits administration, compliance, performance management and HR policy development. The HR Director will serve as a trusted resource for staff and collaborate with colleagues across departments on broader initiatives as needed. This is a wonderful opportunity for a dedicated professional to make a meaningful impact across all HR functions in a small, dynamic, and mission-focused nonprofit organization. Key job responsibilities include but are not limited to: Strategy and Leadership • Develop and implement HR strategies that align with ACLS’s mission and strategic priorities, • Advise senior management on HR matters, including workforce planning and employee engagement strategies Operations and Administration • Oversee benefits administration, including annual open enrollment, leave management, retirement plans, commuter benefits, • Act as primary contact for benefits related issues; coordinate with carriers or benefits broker as needed, • Lead full cycle recruitment process: Collaborate with hiring managers to craft and review job descriptions; source candidates through multiple channels; screening, interviewing, reference and background checks; and ensure an excellent candidate experience through timely and professional communication, • Manage Applicant Tracking System (ATS), ensuring accurate and up to date applicant data and pipelines, • Own and manage HR information system (HRIS), including data integrity, reporting, and system enhancements, • Coordinate with Finance and department leads to set up contracts and payment forms for consultants, • Coordinate with Finance regarding payroll reconciliations and reporting, • Work with Office Manager to coordinate office operations including supplies, equipment, office arrangements, building security and access, • Establish and manage the HR budget Employee experience and culture • Act as a trusted advisor for staff, helping to create a supportive environment and building a culture of belonging, • Handle employee coaching, conflict resolution, and performance-related matters., • Coordinate professional development opportunities, • Work with senior leadership and managers to support employee wellness and engagement initiatives, • Design and manage an ACLS onboarding process that effectively orients new employees, • Lead annual performance review process and partner with managers and senior leadership on performance-based compensation decisions, • Partner with events team to organize employee engagement activities Policy development and compliance • Ensure organizational compliance with all local, state and federal employment requirements, including annual trainings, • Maintain compliant records and documentation and support audits as needed, • Maintain and continuously improve HR policies and procedures for a hybrid and remote workforce distributed across several states Qualifications: • 7+ years of progressive HR generalist experience across core HR disciplines, including employee relations, benefits, compliance, performance management, and talent management, • Nonprofit or academic institution experience strongly preferred, • SHRM or other HR certification and/or a relevant degree a plus, • Strong work ethic coupled with enthusiastic and passionate approach to one’s work, • High degree of professionalism and integrity; the ability to manage difficult situations with tact and diplomacy, • Ability to handle sensitive employee matters with sound judgment, discretion, and professionalism, • Strong communication and organizational skills with the ability to manage multiple priorities effectively, • ACLS operates a hybrid schedule – work must be performed in ACLS’s NYC office on in-person days Compensation and Benefits Base salary range: $100,000 - $140,000. The final salary depends on the candidate's specific skills and years of experience. ACLS offers a comprehensive benefits package, including medical, dental, vision, life, accidental death and disability insurance; generous time off benefits; a retirement savings plan, including employer contributions; and professional development support.

Job Description Salary Range: $100,000–$110,000 The Senior Manager, People & Culture plays a key role in translating the High Line’s People & Culture and diversity, equity, inclusion, and accessibility (DEIA) strategies into strong day-to-day practices for managers and employees. Reporting to the Senior Director of People & Culture, the Senior Manager serves as a trusted resource and coach to managers across the organization and provides hands-on leadership in workforce planning, organizational effectiveness, recruiting, onboarding, performance management, manager development, employee relations, talent and career development, employee experience, learning and development, DEIA, and other employee lifecycle activities. Working closely with the Senior Director, the Senior Manager will play an important role in implementing the High Line’s people, talent, manager-effectiveness, and DEIA priorities and helping ensure principles of equity, inclusion, accessibility, and belonging are reflected in how the High Line recruits, develops, supports, and engages employees. The Senior Manager directly supervises the People & Culture Coordinator and is responsible for developing the Coordinator’s skills and capabilities, including supporting a potential career path into a People & Culture Generalist role. Primary Responsibilities Manager & Organizational Support • Serve as a primary P&C resource and coach for managers across the organization., • Advise managers on workforce and staffing needs, team structure, role clarity, performance, feedback, accountability, employee development, team dynamics, and difficult conversations., • Support managers through organizational and team changes and help identify broader workforce, capability, or management needs., • Employee Relations & Risk Management, • Lead employee-relations matters, including performance concerns, conflict resolution, corrective action, investigations, and policy interpretation., • Coach managers on addressing employee concerns promptly, fairly, consistently, and constructively., • Promote fair, equitable, well-documented, and consistent people-management practices., • Advise managers on the people-management aspects of involuntary separations and other significant employment decisions., • Escalate significant, sensitive, legally complex, or high-risk matters to the Senior Director as appropriate., • Identify recurring employee-relations themes that may point to broader management, policy, training, or organizational issues. Talent Acquisition & Onboarding • Lead the organization’s day-to-day talent acquisition approach and partner with hiring managers to clarify staffing needs, role requirements, and selection criteria., • Manage senior-level, complex, and other assigned searches and provide oversight and coaching to the Coordinator on searches they manage., • Advise hiring managers on sourcing, interviewing, candidate assessment, and selection decisions., • Build diverse talent pipelines and strengthen equitable hiring practices, employer brand, and candidate experience., • Lead the overall onboarding and integration experience and help managers effectively integrate new employees., • Partner with appropriate P&C colleagues to ensure hiring and onboarding processes are effectively coordinated. Performance, Learning & Career Development • Lead implementation of the organization’s performance-management and manager-effectiveness practices., • Coach managers on goal setting, feedback, development planning, performance concerns, accountability, and career conversations., • Develop and implement manager and employee learning programs based on organizational needs, employee feedback, and workforce trends., • Support career development, internal mobility, talent reviews, succession planning, mentoring, and other employee-development initiatives., • Help managers assess employee development and advancement readiness and promote equitable access to growth opportunities. Employee Experience, Engagement & DEIA and Belonging • Lead implementation of employee engagement, recognition, culture, belonging, and retention initiatives., • Help managers understand and respond to employee feedback and employee-experience issues within their teams., • Support employee surveys, listening strategies, focus groups, and follow-up action planning., • Use employee feedback and P&C data to help identify trends related to belonging, inclusion, accessibility, trust, and employee experience., • Help integrate DEIA principles throughout recruiting, onboarding, performance management, learning, career development, and employee-experience practices., • Coach managers on inclusive leadership and equitable decision-making, while identifying and addressing barriers to belonging, accessibility, and equitable employee experiences., • Support employee listening, DEIA learning and engagement initiatives, and use feedback and data to assess progress, identify opportunities, and strengthen the impact of DEIA efforts. Employee Lifecycle & P&C Operations • Provide guidance to managers on promotions, transfers, resignations, separations, and other employee transitions., • Collaborate with P&C colleagues responsible for operations, systems, compensation, benefits, payroll, compliance, and other specialized areas., • Support consistent application of P&C policies, processes, and employment practices., • Use employee feedback, workforce data, and recurring issues to identify opportunities to strengthen P&C practices and service. Team Leadership • Directly supervise, coach, and develop the People & Culture Coordinator., • Establish clear expectations and provide opportunities for the Coordinator to progressively take on more independent HR responsibilities., • Support the Coordinator’s potential development into a P&C Generalist role., • Ensure high-quality, timely, confidential, equitable, accessible, and employee-centered P&C service. Requirements • Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field, or equivalent professional experience., • Approximately 5–7+ years of progressive HR/P&C experience., • Experience advising and coaching managers on performance, employee relations, recruiting, and employee-development matters., • Demonstrated experience supporting or implementing DEIA initiatives within an organization and integrating equity and inclusion into HR and management practices., • Strong understanding of inclusive and accessible workplace practices and a demonstrated commitment to creating equitable employee experiences., • Demonstrated recruiting and talent-acquisition experience, including experience building diverse candidate pipelines and supporting equitable hiring practices., • Strong understanding of HR practices and applicable employment laws., • Strong interpersonal, coaching, problem-solving, and communication skills., • Ability to exercise sound judgment and maintain confidentiality., • Experience supervising or developing junior HR staff preferred., • SHRM-CP, PHR, or comparable certification preferred. Benefits ● Medical, dental, and vision insurance ● 20 Vacation days, 7 sick days, and 10 paid holidays with 2 floating holidays (prorated based on start date). ● Paid primary and secondary caregiver leave ● Supplemental short-term disability insurance and paid life insurance ● Winter Fridays ● Commuter benefits ● Flexible Spending Accounts ● Contribution in a 403(b) retirement plan ● Employee Assistance Program ● Growth and Development career opportunities ● Discounted Citi Bike Membership ● Discounts with vendors on the High Line around the Meatpacking neighborhood ● Free entrance to Whitney Museum About Friends of the High Line The High Line is both a nonprofit organization and a public park on the West Side of Manhattan. We’re devoted to reimagining public spaces to create connected, healthy neighborhoods and cities through our work with communities on and off the High Line. Built on a historic, elevated rail line, the High Line was always intended to be more than a park. You can walk through the gardens, view art, experience a performance, enjoy food or beverage, or connect with friends and neighbors while enjoying a unique perspective of New York City. Nearly 100% of our annual budget comes through donations. The High Line is owned by the City of New York, and we operate under a license agreement with NYC Parks. EEO Statement The High Line is guided by a series of values through which we make decisions, including hiring. These values include proactively creating access points for all people, regardless of age, sex, color, creed, race, income, country of origin, religion, sexual orientation, or gender identity. As part of our commitment to living up to these values and advancing equity within our organization and through our work, we are committed to an equitable hiring process. Hence, we strongly encourage applications from people with a broad range of lived experiences. This description shall not be construed as a contract of any sort for a specific period of employment.

Job Description About E-J The E-J Group is active in all facets of electrical contracting, bringing experience, expertise, and a national reputation to projects that range in size up to more than $1 billion. With over 4,500 employees across 33 offices nationwide, E-J delivers full-service electrical solutions for mission critical / data centers, rail systems, transit facilities, office buildings, hospitals, power generation, substations, transmission and distribution, renewables, co-generation facilities, roadway and outdoor specialty work, airports, industrial facilities, chip plants, universities, sports stadiums, extra high voltage distribution, utility, and gas infrastructure. At E-J, three generations of family expertise have built an organization that combines practical knowledge with modern technological innovation, providing rapid and efficient solutions for today’s lighting, power, energy, and communication needs. E-J has over a 125-year reputation for integrity, quality, and exceptional service in the electrical field. To learn more, visit www.ej1899.com. Title/Role: Senior Human Resources Generalist Division: Corporate Development Location: New York, NY Reporting to: Director of Human Resources Position Summary E-J Electric Installation Co. is seeking an experienced, highly motivated Senior HR Generalist to join our team onsite in NYC. This position supports day-to-day HR operations, including employee relations, employee lifecycle processes, performance management administration, goal-setting activities, and compliance with company policies and employment regulations. Reporting directly to the Director of Human Resources, the ideal candidate brings strong HR operational experience, sound judgment in handling employee relations matters, and a proven ability to maintain compliance while supporting employees and managers in a fast-paced contracting environment. Core Responsibilities Employee Relations & Lifecycle Management: • Employee Relations: Serve as the initial point of contact for day-to-day employee and manager concerns and inquiries. Conduct intake, offer initial guidance, and resolve baseline conflicts, escalating complex matters to the HR Director when necessary., • Exit Interviews: Facilitate formal exit interview processes for departing employees. Compile and analyze feedback, track attrition trends, and provide insights and recommendations to HR leadership to support employee retention and continuous improvement efforts., • Employee Engagement Initiatives: Administer employee engagement and recognition programs, gather employee feedback, and partner with management to support initiatives that enhance workplace culture and employee retention. Performance Management & Goal Setting: • Performance Management Process Administration: Manage the administration of performance management programs, including goal-setting, review cycles, performance improvement plans, and related documentation, while serving as a resource for managers and employees regarding policies and procedures., • Performance Review Administration: Coordinate and execute annual evaluation cycle. Notify managers of schedule and process, track compliance, monitor evaluation deadlines, and review consistency across distinct departments., • Goal-Setting Process: Guide supervisors and staff through regular, formalized objective-mapping cycles, aligning performance goals and developmental goals with corporate benchmarks and broader commercial corporate strategic goals. Compliance & Operations: • Handbook & Policy Updates: Review and modify the corporate employee handbook continuously. Ensure strict operational alignment with changes in federal, state, and city labor regulations in markets where we operate., • Benefits Administration: Oversee the administration of employee benefits programs, serving as the primary HR resource for benefits-related questions and coverage concerns. Provide guidance on benefit plan options and eligibility, support employees through qualifying life events, and partner with the HR Coordinator and benefits TPA to ensure accurate and timely enrollment and administration., • Other related duties as assigned Position Requirements • Education: Bachelor's degree in Human Resources Management, Business Administration, or a related field required. HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred., • Experience: 5–7+ years of progressive HR experience, preferably within commercial contracting, union and non-union environments., • Technical Proficiency: Familiarity administering HRIS platforms, and proficiency in Microsoft Office Suite., • Compliance Knowledge: Strong grasp of legal standards, including NYS/NYC labor mandates, FMLA/PFL, and EEOC guidelines., • Schedule & Location: Ability to maintain a consistent onsite presence in NYC Monday through Friday, 7:30 AM to 4:30 PM. Advantages of Working at E-J • Leading Electrical Contracting Organization Nationwide, • Oldest Family-Owned and Operated Electric Contractor since 1899, • Job training and mentorship, • Competitive compensation packages, • Comprehensive benefits, including medical, dental, and 401K plan, • Paid holidays and vacation, • Merit-Based Bonus, • Tuition Reimbursement Program Salary Range: $115,000 - $130,000/year The E-J Group is an Equal Employment Opportunity Employer and ensures equal employment opportunity for all persons without discrimination on the basis of race, color, religion, sex, sexual orientation, national origin, age, disability, marital status, citizenship, or any other characteristic protected by law. Powered by JazzHR 76l6h9Ca0f

Position: Vice President, Human Resources Location: New York, NY (Hybrid) Salary: $140K – $175K + Bonus Stable European Bank seeks a VP of Human Resources to join their Team!! Responsibilities • Oversee and integrate HR functions including payroll processing and reconciliation, benefits, recruiting and employee relations, including coordinating with external vendors and internal stakeholders as applicable., • Administer and evaluate employee benefits programs and ensure regulatory compliance., • Support preparation and monitoring of personnel budgets and workforce planning., • Support various work visa applications., • Manage employee relations matters, including investigations, accommodation requests, etc. and related documentation., • Coordinate and perform full-cycle recruiting and onboarding processes., • Ensure HR policies and practices meet regulatory, legal, audit and governance standards., • Analyze and improve HR workflows, policies, and systems. Qualifications • 7–10 years of progressive HR generalist experience., • Bachelor’s degree required; HR certification preferred., • Masters or MBA is preferred, • SAP Experience desired, • Experience with HRIS, payroll systems, immigration visas, and compliance reporting., • Experience in banking or another highly regulated, international financial services environment, • German language ability is a plus., • Strong legal, regulatory, compliance awareness and knowledge for HR topics., • Impeccable written and verbal communication skills.

TITLE: Global People Partner DEPARTMENT: Human Resources REPORTING TO: Chief People Officer OFFICE LOCATION: New York ROLE TYPE: Hybrid, Temporary-Contract, Full-time IPC is a global fintech company that puts people at the center of innovation. With a strong global footprint, we empower financial institutions and capital markets with advanced cloud-based trading communications and managed connectivity solutions. Through our portfolio of communications and connectivity solutions, we focus on solving business challenges and adapting to regulatory changes in the fast-paced global financial markets. This enables our clients to maintain consistent market access, a strong competitive advantage, and enhanced operational efficiency. Join a team that is dedicated to delivering groundbreaking products and making a significant impact on our clients' success. _ Overview of the Team IPC’s Global People function is a progressive and dynamic group of professionals who is rapidly transforming and enhancing the impact of the People function at IPC. Reporting to IPC’s Chief People Officer, you will partner closely with the Regional People Partners. There will also be an opportunity to interact not only within the US but across all of IPC’s locations globally. Role Overview As a Global People Partner at IPC, you will support the delivery of people priorities across designated business areas, partnering with managers and employees to provide practical HR guidance, strengthen employee experience, and help implement global People programmes. This role is a 12-month maternity cover. The role is suited to an HR Business/People Partner who can balance strategic partnership with operational execution, acting as a trusted advisor to Executive and CEO-2 leaders. Through strong commercial acumen, workforce insights and thoughtful challenge, you will influence talent, organisation design, workforce planning and leadership decisions that enable the successful delivery of IPC's business strategy. Key Responsibilities • Business Partnering: Act as a trusted advisor to Executive and CEO-2 leaders, influencing business decisions through a people lens. Partner with stakeholders to shape organisation structures, workforce strategies, succession plans and leadership effectiveness initiatives that drive business performance and long-term organisational health., • Organisation Design & Workforce Planning: Partner with senior leaders to assess organisational effectiveness, workforce capability and talent needs. Support organisation design reviews, succession planning and workforce planning activities to ensure teams are structured to meet current and future business objectives., • Leadership Effectiveness: Coach and support Executive and CEO-2 leaders on employee engagement, team effectiveness, performance management, organisational culture and leadership practices, helping strengthen leadership capability across IPC., • People Insights: Leverage workforce data, engagement findings, talent metrics and external market trends to identify risks, opportunities and recommendations. Present insights to leaders and influence decision-making through data-driven people strategies., • Employee Relations: Lead on complex employee relations matters, within your functions, deferring others to the Regional People Partners. Provide timely advice, escalating complex or high-risk cases where appropriate, and helping ensure alignment with applicable employment requirements and IPC policy., • Talent Acquisition and Onboarding: Partner with the Talent Acquisition team to support recruitment campaigns specific to your functional needs, interview processes, hiring manager coordination, new hire orientation and onboarding plans., • Talent Management: Drive talent discussions with Executive and CEO-2 stakeholders, supporting performance management, succession planning, talent reviews and leadership development initiatives that strengthen organisational capability and bench strength., • Talent Development: Support stakeholders in identifying appropriate training, skills and development solutions for employees and teams., • Change and Transformation: Partner with business leaders during periods of growth, transformation and organisational change. Assess people impacts, influence decision-making, develop change plans and support leaders in driving successful adoption and engagement., • People Programmes: Help implement and manage IPC People programmes and initiatives across IPC’s People agenda, including wellbeing, inclusion, ESG, reward and recognition., • Benefits and Absence Management: Support Regional People Partners on complex queries relating to benefits, absence, return-to-work transitions, long-term sickness and parental leave, partnering with subject matter experts as needed., • Annual People Processes: Support annual performance, compensation, calibration, talent and succession planning processes, ensuring managers understand timelines, expectations and required outputs., • Project Work: Contribute to People projects and initiatives as required, supporting delivery, coordination and stakeholder follow-up., • HR Knowledge and Compliance: Maintain awareness at a global level of employment legislation, HR trends and internal policy changes, sharing practical insights and escalating issues where additional expertise is required. Essential Skills and Experience to be Successful in this Role • Experience working as an HR Business Partner or HR Generalist in a fast-paced environment., • Experience partnering with senior leaders, including Executive or CEO-2 populations, influencing decisions across organisational design, talent management, workforce planning and change initiatives., • Strong analytical capability with experience using people data and insights to identify trends and support business decision-making., • Good working knowledge of US employment legislation and HR practice, with the judgement to escalate complex matters appropriately., • Experience supporting employee relations situations and manager coaching conversations., • Commercial awareness and the ability to connect people activity to business priorities., • Solutions-focused, collaborative and empathetic approach., • Proven ability to manage priorities, support projects and follow through on commitments., • Confidence supporting sensitive or challenging conversations with employees and managers. Desired Skills and Experience • Experience working in a global or matrixed organisation., • Ability to move between operational delivery, tactical HR support and project-based work., • Strong coaching and influencing skills, with the confidence to constructively challenge while remaining open to different perspectives., • Interest across the HR spectrum, including performance management, talent development, employee relations, employee wellbeing, benefits and reward. What’s in It for You? At IPC, your compensation is only part of the package. We are committed to investing in a range of programs and initiatives to improve the overall experience of our employees. In addition to a collaborative, high-performing team environment, we’re pleased to offer benefits including: • Competitive Base Salaries, • Medical, Dental and Vision, • 100% Employer Paid Short/Long Term Disability, AD&D and Life Insurance Coverage, • Limited & HealthCare Flexible Spending Accounts, • Dependent Care Flexible Spending Account, • Health Savings Accounts with Employer Contributions, • Pet Insurance, • Legal Insurance, • Critical Illness, Hospital Indemnity and Accident Coverage, • Commuter Benefits, • Medicare Services Education program, • Financial Wellness Account Fiduciary and Training, • Identity Theft Insurance, • 401(k) and Roth plan with matching contributions, • Flexible PTO, Sick Pay and Public Holidays, • Additional Time off for Charity Work and Volunteering, • Tuition Reimbursement, • Certification Bonus Program, • Access to “IPC University” our Internal E-Learning Platform, • Structured Onboarding Training and Peer Mentor Support, • Parental Leave Policy, • Free Mental Health Wellness Programs, Tools, Coaching and Free therapy sessions, • Employee Referral Scheme Further information about your benefits will be provided during your onboarding process. Additional Information At IPC, we believe that hybrid working creates an inclusive, flexible environment where employees can perform at their best, and teams can collaborate, innovate, and celebrate successes together. We spend around 60% of our time in the office and around 40% of our time working remotely. Some employees may be required to work from the office or client sites more than 60% of the time, if required by their role and/or client needs. Your precise work schedule will be determined by you and your Line Manager before commencement of employment with IPC. You can explore more about our culture, offerings and commitment on and . IPC’s Work Culture The IPC work culture is one that fosters inclusion, prioritizes innovation, and maximizes potential. We are a global ecosystem, full of diverse people that together made IPC what it is today. Our strength as an organization is the sum of our different backgrounds, perspectives, skills and geographies; supported by an ironclad commitment to constructive dialogue and open-mindedness. We live and breathe our commitment to innovation by embracing bold ideas, seizing new opportunities and striving for excellence. Our people have continued to deliver ground-breaking solutions to our clients for over 50 years.

Job DescriptionSenior People and Talent Manager Position: Full-Time Location: This position offers remote work from Los Angeles/New York/Denver. Please be aware that applications from candidates residing outside of California/Denver/New York will not be considered. OVERVIEW Movement Strategy is looking for a Senior Manager, People & Talent to oversee recruiting and people operations across Movement Strategy and Newfangled Studios. You will report to the Director of People, and work closely with hiring managers, department leads, and the leadership teams at both agencies. This is a two-sided role, and we want to be upfront about that. Reporting into the Director of People, roughly half your time will be spent in full-cycle recruiting in a creative, social-first environment where the best candidates aren't applying to job posts. The rest is the operational spine underneath everything, policy, compliance, leave administration, onboarding, and the programming that makes people want to stay. You'll go from drafting a leave policy to running a final-round debrief in the same afternoon. If that sounds energizing, keep reading. If it sounds like whiplash, this probably isn't the one. The pace isn't steady either. You'll have stretches with several live searches running at once, and stretches where the work shifts almost entirely into HR and policy. If you like adjusting your own throttle and moving fluidly between two very different kinds of work, this is the job. A BIT ABOUT US Movement Strategy creates content and campaigns for the world's most exciting brands. We win awards, make headlines, shatter engagement numbers and celebrate the journey along the way. It's why companies like Amazon, Crocs, Bravo and Airlab come to us again and again. We're fully remote with hubs in New York, Denver, and LA, and a presence all across the US. We believe collaboration is what takes our work from good to great, and at times, even to legendary status. We champion diverse opinions and creativity in every department, and provide professional development and learning opportunities with the goal of helping you discover your best work today, and learn how to make it even better in the future. KEY FOCUS AREAS Talent Acquisition: 50% • Run full-cycle recruiting across both agencies: intake, sourcing strategy, screening, interview coordination, offer, and close, • Partner with hiring managers to define what "creative excellence" looks like before the first resume - scorecards, interview plans, panel design, • Source actively for creative, strategy, paid media and account roles; build pipelines for the roles we hire repeatedly so we're not starting from zero each time, • Experience recruiting for roles where portfolio, book, or reel matters as much as resume, and you know how to evaluate that fairly, • You understand passive candidate dynamics in creative and social spaces, where the best people aren't job-searching and don't respond to a generic outreach template, • Own recruiting operations in Greenhouse: data hygiene, stage integrity, and reporting on time-to-fill, pass-through, and pipeline health, • Use AI tools to speed up sourcing and screening while still applying human judgment on portfolio, fit, and culture add. You know where AI speeds up the funnel and where it flattens the signal you actually need., • Keep our process structured, consistent, and defensible, with documented rationale and equitable evaluation criteria, • Represent both agencies well to candidates, including the ones we don't hire HR & People Operations: 40% • Draft, update, and maintain policies and the employee handbook for two operating companies. You should be able to take a messy business need and come back with a clear, compliant draft that's ready for review, not a blank page and a list of questions, • Maintain multi-state employment compliance day to day, including wage and hour, classification, required notices, and postings, and partner with the EVP on the calls that need escalation, • Administer leaves and accommodations end to end, including the interactive process and the documentation that goes with it, • Manage the employee lifecycle across our systems, from onboarding to status changes, offboarding, and records, and keep data clean across both entities, • Support performance and engagement cycles, including review administration, survey deployment, and pulling the signal out of the results, • Use AI to accelerate policy drafting, documentation, and first-pass analysis of engagement or review data, always with a human review pass for compliance and tone before anything goes out., • Build process where it doesn't exist yet and improve it where it's clunky DEI & Culture Stewardship: 10% • Serve as the internal thought partner on DEI, working alongside our fractional DEI partner to turn strategy into practice across both agencies, • Bring a real point of view. We want someone who can tell us where our practices fall short and push on it, not someone waiting to be told what the priorities are, • Build inclusive practice into how we hire and how we write policy, so it lives inside the work rather than running as a program on the side, • Ensure equitable access to development, opportunity, and recognition across both agencies QUALIFICATIONS + KEY FOCUS AREAS Recruiting & Talent Acquisition • Full-cycle recruiting experience in an agency, creative, or media environment, you understand how creative and social teams are built and what those candidates actually care about, • Experience recruiting for roles where portfolio, book, or reel matters as much as resume, and you know how to evaluate that fairly, • Comfort sourcing and engaging passive candidates in creative and social spaces, where the best people aren't job-searching and don't respond to a generic outreach template, • Fluency with an ATS, we use Greenhouse; comparable systems are fine HR, Compliance & People Operations • Working knowledge of multi-state employment law. You know what you know, you know what needs a lawyer, and you know the difference, • Demonstrated policy writing, bring examples, we'll ask about them, • Experience administering leaves and accommodations, including the interactive process, • Fluency with an HRIS, we use Rippling and Lattice; comparable systems are fine Across Both • 6+ years across HR and recruiting, with real depth on both sides. We're not looking for a recruiter willing to learn HR, or an HR generalist who's done a little sourcing, • Comfort working in an agency environment where priorities shift, • A substantive, current point of view on DEI in practice, not a philosophy, but specifics about what you've actually changed and what didn't work, and experience partnering with external advisors or consultants to move it forward, • Comfortable using AI tools (Claude, Greenhouse/Lattice AI features, etc.) to move faster on drafting, research, and data synthesis, with sound judgment on where AI output needs a human check before it's final. Nice to have • Experience supporting a team through significant organizational change or integration, • Compensation analysis or leveling framework experience, • Experience mentoring at least one direct report, • Background in an agency that grew quickly or acquired IDEAL QUALITIES • High energy, passionate, curious, confident, and tenacious in learning, coupled with the ability to navigate the nuances of different teams and disciplines across both agencies., • Must communicate quickly and accurately, think quickly or improvise, and present confidently., • You communicate directly and plainly. We don't do corporate-speak here, and neither should our policies., • You hold confidence completely. You'll be in the middle of sensitive things constantly, and people need to know it lands nowhere., • You can hold two speeds at once — the urgency recruiting demands and the precision that policy and compliance work demands — and you know which one a given moment calls for., • Should be a nimble self-starter and quickly adjust to internal and external teams in an ever-changing environment; identify opportunity with bias to action., • You're proactive and naturally curious about the digital and social space, constantly looking for opportunities to evolve the department and advance the work., • You are passionate about the work you do and treat the teams you support as if their success were your own., • Have a track record of success in building strong relationships, leading teams, influencing others, and navigating culture across two agencies., • You have a diverse and inclusive perspective and can turn it into something concrete — a changed process, a better panel, a policy that works for more people., • You make others' jobs easier (no matter who they are or what they do)., • You create a positive and open environment, and people trust you with hard things., • Your attention to detail is unmatched, especially where the stakes are compliance, an offer letter, or someone's employment record., • You know how to work smarter, not harder. BENEFITS & PERKS Movement Strategy's approach to the future of work: We embrace a remote culture and empower our employees to work wherever they feel most productive. To facilitate in-person collaboration, we have a partnership with WeWork which allows our employees to have a membership to any location nationwide. We recruit in our three main states of California, Colorado, and New York. As a leader in social advertising, we rely on the creativity of our people to deliver the best work for our clients. In return, we invest in our employees by offering them a diverse suite of benefits from best-in-class carriers, with enough choice and flexibility to keep our team and their families healthy and happy today and tomorrow. • 100% employer contribution for health (base plan), vision, and dental, • 401K Retirement Plan with Company Match, • Short and Long Term Disability, • Life Insurance & AD&D, • Paid Parental Leave, • Fully-Remote Agency, • Unlimited Paid Time Off, • Take-As-You-Need Paid Time Off, • Take-As-You-Need Paid Mental Health Days, • 10 days minimum required off per year, • Company Paid Holidays and More, • Week-Long Winter Agency Closure, • Support for continued education, • New Business Referral Bonus, • Movement Journey Program - Stipend for personal growth, • Health and Wellness Program, • WeWork Membership, • Positive Impact and Diversity, Equity, and Inclusion (DEI) Committees, • Employee Resource Groups SALARY & COMPENSATION In compliance with local and state law, we are disclosing the compensation for roles that will be performed in New York City, Colorado, and California. The range listed is just one component of Movement Strategy's total compensation package for employees. Individual compensation varies based on location, business needs, level of responsibility, experience, and qualifications. Other rewards may include annual bonuses, short- and long-term incentives, and program-specific awards. A successful applicant's actual base salary may vary based upon, but not limited to, skill sets, years of relevant experience, qualifications, and certifications or other professional licenses held. Movement Strategy prides itself on providing competitive salaries and actively works to ensure there is pay equity across the company. Pay Range: $90,000 - $100,000 salary per year Movement Strategy is an Equal Opportunity Employer Don't meet every single requirement? Studies have shown that women and people of color are less likely to apply for jobs unless they check every single box. Movement Strategy is dedicated to building a diverse and inclusive workplace and strongly encourages those from historically and systemically marginalized communities to apply. We believe that what we put out into the world matters. And since we were founded on the principles of paving our own path, we take bold steps toward what we believe is the right direction. This means addressing the big stuff: the systems of inequality that impact some of us far more than others. As culture creators, we firmly believe we have a responsibility to our colleagues, clients, communities, and the industry to live up to the Movement's name. We confront inequities head-on as they come, knowing that this work is never done and that we must keep the momentum.

Job DescriptionCompany Overview Perry Ellis International, Inc. represents a diverse portfolio of lifestyle apparel brands. The Company, through its wholly owned subsidiaries owns and licenses nationally and with a brand portfolio of over 40 Brands domestically and internationally recognized brands including: Perry Ellis®, Original Penguin® by Munsingwear®, Laundry by Shelli Segal®, Rafaella®, Cubavera®, Ben Hogan®, Savane®, Grand Slam®, John Henry®, Manhattan®, Axist® and Farah®. The Company enhances its roster of brands by licensing trademarks from third parties, including: Nike® for swimwear, and Callaway®, PGA TOUR®, and Jack Nicklaus® for golf apparel. Position Summary: As the Human Resources Manager, you would be responsible for serving as the primary human resources contact for all employees based in our New York office. Reporting directly to the Chief Human Resources Officer (CHRO), you will be responsible for managing employee relations, performance management, training, policy implementation, and local compliance. You will act as a strategic partner to local management, helping to foster a positive, productive, and compliant work environment. Key Responsibilities: Employee Relations: Manage and resolve complex employee relations issues, conducting effective, thorough, and objective investigations. Provide guidance and coaching to managers and employees on performance improvement, conflict resolution, and disciplinary actions. Performance Management: Support and administer the company's performance review process, working with managers to ensure timely and effective feedback, goal setting, and development planning. Policy & Compliance: Interpret and ensure consistent application of all company policies and procedures. Stay current on federal, state (New York and New Jersey), and local employment law to ensure legal compliance and mitigate risk. Recruitment & Onboarding: Partner with the Corporate Talent Acquisition team to support local recruitment needs. Oversee the new hire onboarding process for New York employees to ensure a smooth and engaging transition. Training & Development: Identify training needs and develop or facilitate local employee development programs, including manager training and mandatory compliance courses. HR Administration: Manage day-to-day HR administrative tasks for the local office, including reporting, data integrity, and maintaining employee records. Qualifications: Experience: 5+ years of progressive HR experience, preferably as an HR Manager or Senior HR Generalist, operating in a standalone capacity or with minimal local HR support. Education: Bachelor's degree in Human Resources, Business Administration, or a related field. HR certification (SHRM-CP/SCP or PHR/SPHR) is highly desirable. Legal Knowledge: Expert knowledge of local, state, and federal employment laws, with specific emphasis on New York (NY) and New Jersey (NJ) labor law and compliance requirements. Skills: Demonstrated ability to manage complex employee relations issues, excellent judgment, and strong analytical problem-solving skills. Personal Attributes: Autonomy & Ownership: Highly independent and self-motivated, with a proven ability to manage all HR functions without direct reports. Communication: Exceptional interpersonal, written, and verbal communication skills, with the ability to build immediate credibility and trust with employees and senior leadership. Confidentiality: Highest level of integrity and ability to handle sensitive and confidential information with discretion. Business Acumen: Ability to translate business needs into effective, practical, and compliant HR solutions. Salary offered will be at the discretion of the Company and based on a candidate's qualifications. For this position, the base salary will be between $100,000 -$120,000 annually. Other benefits associated with the position for eligible associates are listed below. What's In It For You? • Comprehensive Health: Premium Medical, Dental, and Vision plans designed to keep you and your family healthy and thriving., • Financial Security: Secure your future with our 401(k) retirement plan (including a discretionary company match) plus company-provided Basic Life and AD&D Insurance., • Work-Life Balance: Take the time you need to recharge with generous Paid Time Off (PTO) and a full schedule of paid Holidays., • Growth & Support: We invest in your potential through our Tuition Reimbursement program for continuous learning and provide 24/7 personal support via our Member Assistance Program (MAP)., • Team Culture: Join a community that celebrates your hard work with regular Associate Engagement Events, ranging from seasonal celebrations to on-site wellness activities., • Exclusive Style Perks: Look your best for less with generous Associate Clothing Discounts across all our company stores and e-commerce sites. Legal Disclaimer: Perry Ellis International is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other legally protected status. All qualified applicants will receive consideration for employment without regard to their individual background and characteristics. We are committed to providing a workplace free of any discrimination or harassment. This commitment extends to all aspects of employment, including hiring, promotion, transfer, compensation, and termination. By submitting your application, you acknowledge and agree to the company's commitment to equal employment opportunities. We encourage you to read and understand our Privacy Policy here.

Job Description Our client is a fast-paced, research- and technology-focused organization with teams across multiple locations. They are looking for an HR Business Partner to support managers and employees across a broad range of people matters. This is a hands-on role for someone who can build credibility quickly, handle sensitive situations with sound judgment, and help leaders make practical decisions in a constantly evolving environment. The HRBP will be part of a collaborative People team and will work closely with Recruiting, Talent Development, Legal, Compliance, Workplace, and business leaders. Position details: • Partner directly with managers on employee relations, performance concerns, coaching, organizational changes, and team effectiveness., • Support employees and managers throughout the employee lifecycle, including onboarding, internal transfers, leave administration, development, and offboarding., • Help managers prepare for and navigate difficult conversations, performance feedback, and employee concerns., • Support annual HR processes, including performance reviews, merit and bonus planning, compensation changes, mobility, and HRIS transactions., • Work with internal People partners on engagement, retention, succession planning, and employee development initiatives., • Create and maintain practical HR processes, manager guidance, and employee communications., • Ensure employment documentation, internal policies, and people practices are handled consistently and in accordance with applicable laws., • Identify process gaps and recommend improvements that make the employee and manager experience more effective., • Serve as a trusted, confidential resource for employees and leaders., • Support additional People Operations projects as business needs arise. Ideal candidate: • Bachelor's degree in Human Resources, Business, or a related field., • 5+ years of experience in HR Business Partner, HR Generalist, or People Operations roles., • Experience supporting a range of HR functions, including employee relations, performance management, onboarding, talent development, compensation, and recruiting., • Background in a high-growth, fast-changing, or highly technical environment. Experience in financial services, technology, professional services, or another complex industry is preferred., • Strong judgment and the ability to handle confidential matters with professionalism and discretion., • Ability to coach and influence leaders at different levels of an organization., • Clear, direct communication style and strong relationship-building skills., • Comfortable working through ambiguity and managing multiple priorities without losing attention to detail., • Working knowledge of employment law and general HR compliance requirements., • Experience using HR systems such as Workday, Greenhouse, Culture Amp, or similar platforms., • A collaborative approach and interest in building broad People Operations experience across areas such as benefits, payroll, mobility, immigration, and compensation.

Job DescriptionOneDigital is the HR outsourcing partner for LR Paris This is a hybrid role (3 days onsite). Candidates must be based within a commutable distance of NYC. Who we are: At LR Paris, we believe in the transformative power of thoughtful gifting. With a blend of artistry, ingenuity, and intention, we craft unique branded product solutions and packaging that not only accentuate a brand's identity but also builds authentic, timeless connections. As a team, we've successfully elevated client and employee relationships for one of the world's largest financial institutions through the creation of exclusive high net worth client gifts and the implementation of unique employee onboarding gifting programs. We have also played an integral role in the launch of new brands and the meticulous design of product lines for a renowned investment bank. Furthermore, our expertise extends to crafting exquisite gifts with purchase (GWP) packaging and customer loyalty incentives for leading global cosmetic companies. By 2028, we aspire to be the go-to branded product solution partner for all Fortune 500 companies. Your role: The Talent Acquisition Manager (individual contributor) owns hiring at LR Paris end to end, across sales, client support, merchandising, and marketing. You will find the candidates, run them through a clean process, and close them. This is a sourcing role first: most of our best hires will not apply, they will be people you went and found. Sales is the highest volume of the four, with a target of three sales hires landed every quarter, sustained. You will also own onboarding and training coordination for every hire, so the person who sold them on LR Paris is the same person who walks them through their first weeks. This is a standalone role. There is no HR generalist above you and no coordinator below you. Responsibilities The duties described below are the essential functions of this position. Sourcing and Full-Cycle Recruiting • Build and execute outbound sourcing strategy for all open requisitions across sales, client support, merchandising, and marketing, using LinkedIn Recruiter, referrals, and direct market mapping of competitors and adjacent industries., • Maintain warm pipelines ahead of demand in each function, so hiring does not start from zero every time a req opens., • Run intake with hiring managers to define the profile, then hold the process to it., • Conduct first-round phone screens using standardized screening questions and scoring rubrics, and deliver a written recommendation on every candidate advanced., • Schedule interviews across hiring managers and interview panels., • Complete and record reference checks for all potential final candidates., • Own offer strategy in partnership with the CEO, extend offers, and manage candidate closing and counteroffer conversations., • Create LinkedIn job posts and manage the candidate-facing presence of open roles., • Maintain all requisition and candidate records in LR Paris' HRIS and internal systems, including status updates, notes from interviews, and req close-out., • Own and distribute the recruiting/hiring report on a regular cadence: pipeline by stage, time to fill, source of hire, and offer acceptance., • Conduct all hiring activity in compliance with applicable federal, New York State, and New York City employment law, including pay transparency, salary history inquiry restrictions, and fair chance hiring requirements. Onboarding and Training • Add new hires to the HRIS system and complete all new-hire recordkeeping., • Execute the end-to-end onboarding process for new hires, including new-hire paperwork, access/equipment coordination, and scheduling., • Complete Form I-9 employment eligibility verification and E-Verify confirmation for all new hires, applied uniformly and in accordance with E-Verify program requirements., • Own, maintain, and deliver the new-hire orientation and training program, and keep the underlying materials current., • Introduce new hires to LR Paris's culture and team traditions as part of the onboarding experience. First 90 Days This role ramps, and it inherits a function rather than joining one. We are not expecting three hires in month one. • Days 1-30: Learn the business and what strong looks like in each function. Sit with function leaders. Take inventory of the existing process, tools, and materials, and flag the gaps. Build the initial target lists., • Days 31-60: First pipelines live, first screens delivered, first candidates in front of hiring managers. Onboarding process running under your ownership., • Days 61-90: First hires closed, sourcing rhythm established, reporting running weekly.Full run rate of three hires per quarter is expected by the start of the second full quarter. Qualifications • At least five (5) years of full-cycle recruiting experience, including sales hiring. Agency or in-house., • Demonstrated outbound sourcing ability. You can point to hires you found rather than hires who applied., • Hands-on experience with LinkedIn Recruiter and an applicant tracking system / HRIS., • Experience recruiting across more than one function, and comfort carrying a requisition load and working to a hiring number., • Bachelor's degree, or an equivalent combination of education and relevant work experience., • Must be located in the NYC area and able to come into the office on a hybrid schedule., • Strong organization skills and attention to detail., • Customer-service orientation toward candidates and hiring managers., • Experience owning onboarding, orientation, or new-hire training, not only executing someone else's process., • Working familiarity with employee relations fundamentals and administrative HR practices., • Basic working awareness of employment law concepts as they apply to interviewing and recordkeeping (e.g., permissible interview questions)., • Experience with Microsoft office including SharePoint, and Microsoft Forms., • Must be self-motivated, with strong problem-solving skills., • Ability to use good judgment and react under pressure, while still being flexible/adaptable. Our Core Values • HUMANS CONNECTING HUMANS - At the end of the day that's what we do, build lasting connections. We bridge the gap between brands and their audiences, creating unforgettable brand experiences., • TANGIBLE STORYTELLERS - We aren't selling products; we're creating unique brand experiences that our clients are proud to put their logo on., • QUALITY WITHOUT COMPROMISE - You can't put a price on perception, but quality shouldn't cost more., • CUSTOMER (+EXPERIENCE) OBSESSED - We're brand obsessed and love turning good products into great brand experiences., • IMPOSSIBLE ISN'T LR PARIS - We make it happen. That's really it. When something's hard, we figure it out as a team. When there's a problem, we solve it. Our clients work with us because they know we'll show up and do the work, and we don't stop until they're happy. We're invested in their success, and it shows in everything we do. Compensation Actual compensation within the range will depend on job-related factors including relevant experience, demonstrated skills, and internal equity. This position is not commission eligible. Any bonus or incentive compensation, if offered, is discretionary. Benefits • Subsidized medical, dental, and vision, • Commuter Benefits, • 401k, • HSA & FSA, • Supplemental Life Insurance, • Voluntary Short & Long Term Disability, • PTO - 2 weeks of vacation, 8 holidays and 5 sick days, • Paid sick leave and paid family leave as required by New York State and New York City law Equal Employment Opportunity LR Paris is an equal opportunity employer. We do not discriminate in hiring or employment on the basis of race, color, religion, creed, national origin, citizenship status, age, sex, gender, gender identity or expression, sexual orientation, pregnancy, marital or partnership status, familial or caregiver status, military or veteran status, disability, predisposing genetic characteristics, domestic violence victim status, or any other characteristic protected by federal, New York State, or New York City law. Reasonable Accommodation LR Paris provides reasonable accommodations to qualified applicants and employees with disabilities, and for religious observance and practice, in accordance with applicable law. Applicants who require an accommodation to participate in the application or interview process should contact Human Resources. Powered by JazzHR BChuulNXq9

POSITION PURPOSE: [THIS POSITION IS FULL ON SITE FIVE DAYS A WEEK] The HR Generalist is responsible for supporting daily HR functions, including recruitment, onboarding, training, employee relations, benefits administration, compliance, and performance management. This role ensures that Human Resources policies and procedures are effectively implemented while fostering a positive workplace culture. ESSENTIAL FUNCTIONS AND DUTIES: • Coordinate new hire orientation and ensure a smooth onboarding process., • Serve as a point of contact for employee relations matters, employee concerns and workplace issues., • Assist in conflict resolution and disciplinary procedures as needed., • Ensure compliance with federal, state, and local labor laws., • Assist in audits and reporting related to compliance and workplace safety., • Coordinate with payroll to ensure accuracy in compensation and deductions., • Assist employees with benefits enrollment and inquiries., • Manage leave administration, including Leave of Absences, PTO, workers compensation and other time-off requests., • Assist in performance review processes and provide guidance to managers., • Help coordinate training and professional development programs. KNOWLEDGE, EXPERIENCE AND SKILLS: • Bachelor’s degree in human resources, Business Administration, or related field (preferred)., • 3+ years of HR experience in a generalist role or related HR function., • Proficient in speaking Spanish (preferred)., • Strong interpersonal, communication, and problem-solving skills., • Proficiency in HR software (e.g., ADP, Dayforce) and Microsoft Office Suite., • Ability to handle confidential information with discretion., • Flexibility in scheduling, including evenings, weekends, and holidays., • Someone with integrity, work ethic, curiosity and drive will succeed on this team. PHYSICAL ACTIVITIES AND REQUIREMENTS OF THIS POSITION: • Standing and walking during employee interactions, training sessions, or meetings., • Speaking and listening effectively in meetings, interviews, and presentations., • Lifting and carrying office materials, such as files, documents, or training supplies (typically up to 20 lbs.)., • Sitting for extended periods while working on a computer. INTENT AND FUNCTION OF JOB DESCRIPTIONS All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included have been determined to be the minimal standards required to successfully perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate. Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at-will employer. We are equal opportunity employers.

HR Generalist 3 month contract ( with potential for temp to perm) Hybrid, 2 days on site NY, NY (Zip Code: 10032) $30-36hr Must Haves: Bachelor's degree or equivalent required plus a minimum of 3 years of relevant experience required. Must be resourceful, organized and detail and task oriented with the ability to establish priorities and follow up on multiple issues in a time-sensitive manner. Ability to exercise a high degree of professionalism, diplomacy, discretion, firmness, and collaboration in dealing with individuals Strong analytical and tenacious problem-solving skills necessary. Excellent computer skills including thorough knowledge of Microsoft Office, including knowledge of databases and advanced spreadsheet skills required. Must be able to quickly acquire knowledge of University policies, procedures, and systems. Preferred Qualifications Bachelor's degree in Human Resources or a related field Duties: Recruitment Assist with the recruitment of staff by posting positions on the appropriate advertising sources, scheduling in-person meetings, managing the I-9 process; completing pre-hire background checks, processing all new hires and any employment related changes. Onboarding Responsible for onboarding staff, faculty and researchers and students. This includes scheduling welcome program, medical surveillance and UNI creation. Communication with new hires and departments to ensure smooth onboarding experience. Initiate and process template-based hires in Peoplesoft and/or nominations ensuring accurate collection and processing of the information collected in PAC. Process all short-term visitors and student utilizing JIRA. Payroll and PeopleSoft Process Management Oversee the department's preparation and processing of payroll using TLAM and management of time-off tracking. Manage the collections the collection and verification of time off trackers for all Academic Officers ensuring all submissions are up to date and approved by supervisors. Process any employment related changes in Talent Link, as well as PAF (i.e. updating position numbers, for promotions, or reclassifications; leaves of absences and terminations) for PeopleSoft updates. Liaise with internal and external constituents to resolve issues and to ensure time processing of new-hire/appointment, reappointment, termination and other related transactions. Compliance and Immigration Responsible for immigration related needs of faculty and staff. Assisting with sponsorship for the F-1, J-1, H-1, 0-1 and TN-1 visas and prepare visa documentation for accompanying family members. Work closely with the other generalists and supervisors to process new visas and renewals utilizing Compass. Maintain communication with ISSO as appropriate. Complete and submit Termination forms to ISSO. Track and ensure compliance concerning I-9 processing, Annual Hospital Training, Influenza Program, COVID-19 Safety & Monitoring program, HIPPA Training, Conflict of Interest, Medical Surveillance, Upcoming/Past Visa End Date Status, etc. Systems and Project Work Use HR Ticketing System to effectively manage all requests and communicate with HR/FA team. Maintain and update employee records. Upload all employee forms and documents into Visual Vault. Other duties as assigned or requested.

Job Description IT Recruiter - Boutique Agency New York, NY (Hybrid – 2 days onsite in Midtown Manhattan/Penn Station) About the Opportunity Looking for a fast-paced environment where you can actually see the direct impact of your work? Our client is breathing massive new life into growing their IT Division. Their team is a dynamic, quality-focused group currently scaling a massive pipeline—including 20+ active roles with cutting-edge AI startup clients, premium permanent searches in the $300k range, and high-margin contract business. This is an incredible opportunity to get in on the ground floor of an aggressive division restart with the resources, tech stack, and deep client relationships of an established NYC staple. Set for success from day one. You’ll have full access to: • Crelate ATS fully integrated with cutting-edge AI sourcing tools., • LinkedIn Recruiter (LIR), major job boards, and ZoomInfo., • Absolute freedom from rigid, low-margin VMS systems—they focus exclusively on high-touch, mid-to-senior-level roles and direct client relationships. Key Responsibilities:, • Agnostic IT Recruiting: Run full-cycle recruitment across a highly diverse portfolio of IT roles, spanning contract-heavy positions (targeting a healthy $35/hr margin) to mid- and executive-level perm placements., • Activity & Results-Driven Performance: Own your pipeline. They don't micromanage rigid, arbitrary metrics; they value results., • Team Collaboration: Participate in strategic 10:30 AM morning huddles to align on hot jobs, share candidate pipelines, and map out daily targets. What They Are Looking For:, • Experience: 3-5 years of full-cycle IT recruiting experience within an agency environment. You must understand both contract and permanent placement dynamics., • Adaptability: A true generalist mindset. You should be equally comfortable sourcing for a helpdesk role as you are for a $300k executive-level tech placement., • Location: Ability to commute to our Midtown Manhattan office (perfectly situated across from Penn Station between 7th and 8th Ave) 2 days a week., • Culture Fit: We have a zero-drama policy. We are looking for collaborative, high-integrity professionals who let their results do the talking. (No divas, just producers)., • Education: A bachelor's degree is highly preferred. Compensation & Benefits, • Base Salary: $70,000 – $90,000 (Based on experience), • Commission: Highly lucrative, tiered Gross Profit (GP) commission structure designed to heavily reward top producers., • Benefits: Healthcare coverage with a $400/month company contribution., • Retirement: 401(k) plan options., • Work-Life Balance: Unlimited PTO structure (predicated on hitting your production goals). How to Apply If you are an experienced IT recruiter looking for a highly active desk, incredible modern sourcing tools, and an environment free of corporate red tape, let’s talk. #LI - CA1

Job DescriptionOur mission: eliminating every barrier to mental health. Spring Health is a global mental health company on a mission to eliminate every barrier to mental health. We're building a world where getting support is simple, personal, and built around the person, so care can continue through every job, move, health plan, and life stage. Our AI-native platform helps us deliver personalized support across self-guided tools, coaching, therapy, medication management, and specialty care. With outcomes independently validated by JAMA Network Open and the Validation Institute, Spring Health reaches more than 170 million people worldwide through leading employers, health plans, and partners. As an AI-native company, we believe technology should expand the reach, quality, and humanity of care. Every Spring Health team member is expected to use AI tools thoughtfully, apply human judgment to AI outputs, and keep building AI fluency in ways that support their role and our mission. We're hiring a temporary Senior People Business Partner (PBP) to provide parental leave coverage on our People Business Partner team. Each role is a fixed-term assignment of approximately four months. The PBP will step into an established client group - Revenue, R&D, or G&A functions - and serve as the day-to-day People partner for managers and employees in that function while the incumbent PBP is on leave. This is a continuity role, not a build role. Success looks like managers and employees experiencing no drop-off in support, in-flight People cycles landing on schedule, and a clean handback when the incumbent returns. It's a strong fit for an experienced PBP who can ramp fast, operate with judgment in ambiguity, and is genuinely comfortable inheriting someone else's context rather than reshaping it. This temporary role operates on a hybrid model with 2-3 days per week required in-office at our NYC HQ. What you'll do: • Serve as the primary People point of contact for your assigned client group, partnering with managers and employees on performance, development, engagement, and organizational questions, • Own employee relations matters end-to-end — intake, investigation, documentation, and resolution — escalating complex or high-risk situations appropriately, • Coach managers through day-to-day people situations: performance concerns, team dynamics, difficult conversations, and org changes already in motion, • Carry in-flight People programs across the finish line, including performance cycles, talent reviews, compensation planning, and engagement survey follow-through, • Partner with COE teams (Talent Acquisition, Total Rewards, People Ops & Employee Experience, Compliance, Legal) to execute programs within your client group, • Support org changes, role changes, onboarding, and offboarding for your function, • Maintain clear documentation and a running handover record so the returning PBP can pick things up cleanly, • Flag risks and open items early rather than absorbing them quietly What success looks like in this role: • Managers and employees in your client group report consistent, responsive support throughout the coverage period, • In-flight People cycles and programs complete on time with no slippage attributable to the transition, • Employee relations matters are resolved or cleanly escalated, with complete documentation, • The returning PBP receives a thorough, well-organized handback with no surprises What you'll bring: • 6+ years of progressively responsible HRBP or People Generalist experience, • Demonstrated ability to ramp quickly and operate independently within an existing client group — you've stepped into unfamiliar contexts and been effective within weeks, • Strong employee relations depth, including investigations, documentation, and risk assessment, • Practical command of core HR disciplines: performance management, manager coaching, org design fundamentals, and compensation basics, • Working knowledge of labor and employment law, • Excellent written and verbal communication; credible with individual contributors, managers, and senior leaders alike, • Comfort with people data, analytics and reporting to inform recommendations, • High EQ and discretion in handling sensitive information, • Sound judgment about what to decide, what to escalate, and what to leave for the returning PBP, • Working knowledge of Google Workspace (Docs, Sheets, Slides, Forms) Nice to have: • Prior experience in interim, fractional, or leave-coverage HRBP assignments, • Experience supporting Revenue (Sales, CS, Partnerships), R&D (Product, Engineering, Data), or G&A (Finance, Legal, Marketing, People) client groups, • High-growth startup or technology company experience, • Exposure to HR technology or People analytics platforms The target base salary range for this position is $129,780 - $164,450. Individual pay may vary from the target range and is determined by a number of factors including experience, location, internal pay equity, and other relevant business considerations. We review all employee pay and compensation programs annually using Radford Global Compensation Database at minimum to ensure competitive and fair pay. Not sure if you meet every requirement? Research shows that women and people from historically underrepresented communities often hesitate to apply for roles unless they meet every qualification compared to other similarly-qualified candidates. At Spring Health, we are committed to fostering a workplace where everyone feels valued, empowered, and supported to Thrive. If this role excites you, we encourage you to apply. Our privacy policy: https://springhealth.com/privacy-policy/ Spring Health is proud to be an equal opportunity employer. We do not discriminate in hiring or any employment decision based on race, color, religion, national origin, age, sex, marital status, ancestry, disability, genetic information, veteran status, gender identity or expression, sexual orientation, pregnancy, or other applicable legally protected characteristic. We also consider qualified applicants regardless of criminal histories, consistent with applicable legal requirements. Spring Health is also committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans. If you have a disability or special need that requires accommodation, please let us know.

NEW ROLE! GROWING company is looking for a Regional HR Business Partner to help them build out a more proactive HR Business Partner model – getting HR out in the field. HR Business Partner/HR Generalist experience supporting employees in multiple locations. TITLE: Regional HR Business Partner, Mid

SHRM-CP or PHR certification strongly preferred; active pursuit of certification is a plus. The HR Generalist is a key member of the RainFocus People team, supporting the day-to-day operations of the HR function and serving as a trusted resource for employees and managers across the organization. Ad

SHRM certification (SHRM-CP, SHRM-SCP) or equivalent HR certification preferred. Navigate HR issues with composure and sound judgment, serving as a stabilizing guide through challenging situations. This is a dual-hat role that blends traditional HR with people operations, ideal for someone who is eq

HR Generalist experience with an in-depth understanding of HR operations excellence throughout the employee life cycle, and proven experience in process enhancement & change management. Be a consultant and counselor to local leaders and people managers, develop trusted relationships through effectiv

Digital Asset builds the technologies that are reshaping the foundations of financial markets. Our mission is to create the world's most trusted, privacy-enabled, and interoperable digital infrastructure for global finance. At the heart of this mission is the Canton Network — the blockchain purpose-built for institutional finance. Uniquely combining privacy, compliance, and scalability, Canton enables real-time, secure settlement across multiple asset classes. Founded in 2014 and headquartered in New York City, with offices in London, Zurich, Budapest, Hong Kong, and Sydney — we are on a mission to transform finance — and that transformation is now playing out rapidly on the Canton Network. If you're interested in playing a crucial role at the intersection of traditional and crypto-capital markets and want to help bring the next trillion dollars of finance on-chain, join us. We are seeking an Associate General Counsel to join our legal team as the ultimate utility player. This is a high-impact, high-visibility role for a versatile lawyer who can operate across commercial transactions, M&A, securities matters, product and regulatory counseling, and general corporate work. You'll handle everything from complex contract negotiations to new product development to regulatory documentation, while building the scalable legal infrastructure we need as we grow. As our first Associate GC, you'll have broad exposure to all aspects of the business, work directly with executive leadership and the board, and help shape the legal function as we scale rapidly. • Lead contract negotiations for high-value customer agreements, strategic partnerships, and complex vendor arrangements, • Build scalable contract infrastructure: Create and revise templates, playbooks, and negotiation guidelines that enable the business to move faster without proportional legal headcount growth, • Accelerate revenue: Partner closely with Sales to eliminate legal bottlenecks and support deal velocity while maintaining appropriate risk management, • Train business teams on approved frameworks, • Support M&A activity: Lead or support buy-side and sell-side due diligence, transaction structuring, and integration planning, • Manage strategic investments and partnerships requiring complex legal structuring, • Coordinate with securities counsel on deal documentation, disclosure requirements, and regulatory filings, • Comfortable with regulatory documentation and reporting requirements, • Handle general corporate matters: Board resolutions, subsidiary governance, equity administration, corporate record-keeping, • Partner with external counsel for any regulatory reporting requirements and documentation as a knowledgeable thought partner and backup resource, • Serve as legal contact for multiple business functions (Product, Marketing, HR, Finance, as needed), • Triage and resolve a wide range of legal issues: employment matters, IP questions, regulatory inquiries, vendor disputes, and other litigations and investigations., • Work seamlessly with Deputy General Counsel on specialized matters and operational priorities, • Mentor and guide non-legal teams on legal processes and risk frameworks, • Degree from top-tier law school., • Active bar admission in New York or ability to waive in, • 4-8 years of experience as a corporate associate at a top law firm (V100 or equivalent) or an in-house counsel at a Fortune 500 company, high-growth crypto, technology, or fintech company, • Strong M&A background: Direct experience leading or supporting multiple transactions through closing, • Comfort with regulatory filings and related matters, • Excellent contract drafting and negotiation skills with proven ability to balance legal risk and business objectives, • Generalist mindset: Genuine interest in being a utility player who can handle diverse legal matters, including those with which you have little or no experience, • Entrepreneurial energy: Thrives in fast-paced, ambiguous environments where you need to figure things out, • Genuine interest in financial technology, including blockchain, crypto, and on-chain capital markets, • In-house experience at a high-growth technology, crypto, or fintech company, • Experience building contract templates, playbooks, or legal operations infrastructure, • Financial services or fintech regulatory knowledge (payments, banking, capital markets), • Versatile and adaptable: Can switch contexts quickly and handle whatever comes your way, • Business-savvy: Understands commercial realities and provides pragmatic, solutions-oriented advice, • Proactive and self-directed: Identifies problems before they escalate and takes initiative without waiting for direction, • Collaborative: Works effectively across functions and builds trust with business partners, • Resilient: Comfortable with the intensity and unpredictability of a growth-stage startup, • Excellent judgment: Knows when to escalate, when to push back, and when to say yes, • Corporate associate at a top-tier law firm (V100 or equivalent), • 4-8 years out, likely midlevel to senior associate, • Strong M&A or general corporate practice but wanting in-house transition, • May come from firms' capital markets, securities, or general corporate groups, • Commercial contract improvements: Clean documentation, consistent positions, reduction in negotiation periods and time to closing, • Building towards scalable self-service tools: Meaningful progress towards allowing the Sales team to execute standard agreements with minimal legal review, • M&A capability established: Led or supported at least one transaction (if opportunity arises), • Business partner satisfaction high: Legal seen as enabling growth, not blocking it We offer a comprehensive benefits package designed to support the well-being of our team members. Health and insurance benefits vary by region to ensure local relevance and compliance, and may include medical, dental, and vision coverage. Digital Asset is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, sex, religion, sexual orientation, age, disability, citizenship status, veteran status or any other basis protected by applicable law. If and as required by applicable law, all persons hired to work at Digital Asset will be required to verify identity and eligibility to work in the location for which they have an offer to work and to complete the necessary employment eligibility verification documents upon hire. Applicants with disabilities who require accommodation should contact recruiting@digitalasset.com. As part of our commitment to equal opportunity, Digital Asset believes that all employees should receive equal pay for equal work and is committed to this principle in its pay structure. DA also offers family-friendly benefits in addition to flexible work arrangements. Pay Transparency: The estimated salary range for this role, based in our New York City office, is $225,000-275,000. The range may vary if based outside the New York tri-state area (New York, New Jersey, and Connecticut). Base salaries are determined during our interview process, during which we assess the candidate's experience, skills, and capabilities against internal peers and the scope and responsibilities of the position.

At Agora, our mission is to transform how money moves. We believe stablecoins will underpin a new financial fabric, one that is faster, more global, and more efficient than today's siloed systems. That is why we are building AUSD and the Agora stack, a full service platform that makes issuing, managing, and integrating stablecoins seamless, whether you're a developer, fintech, or institution. With AUSD, stablecoins become programmable, composable, and ubiquitous by default. We believe digital dollars should be a public good: trusted, accessible, and built for real-world utility. Our mission is to drive adoption through customizable, user-friendly on-ramps that make stable, dollar-based value available onchain. We're backed by world-class investors including Paradigm and Dragonfly, and we're growing a team to reimagine how value moves online. We're intentional about who we bring on. If you're passionate about stablecoins and want to help create more open, intuitive ways for people to engage with money, let's talk. We bring the discipline of high-performance finance teams and the creativity of a fast-moving crypto-native startup. We're a small, mission-driven group of builders who move fast, sweat the details, and hold a high bar for excellence. You'll be joining a tight-knit team that values clear thinking, extreme ownership, and high-velocity decision making. As our People Operations & Office Coordinator, you are the engine room of Agora. This is a high-leverage role designed for a "super-generalist" who thrives on operational excellence rather than abstract HR strategy. You will be the "glue" that keeps our team running, acting as a trusted advisor to employees and a direct source of leverage for our Founder. You are someone who finds genuine satisfaction in "closing the loop"—whether that's ensuring a complex payroll run is flawless, organizing a world-class team off-site, or solving a sensitive internal issue before it reaches the Founder's desk. Key responsibilities include: • Founder Leverage & Admin: Act as the primary point of contact for administrative tasks, expenses, and office logistics. You are here to clear the path so the leadership team can stay focused on building., • Payroll & Finance Ops: Take full ownership of monthly payroll and benefits administration. You'll manage expenses and ensure our financial "house" is in order from an employee perspective., • The "Safe Harbor" for HR: Act as an approachable, confidential point of contact for the team. You'll handle employee queries and HR issues with common sense and empathy, especially when team members need a neutral space to talk., • Event & Culture Logistics: Plan and execute high-impact team off-sites and on-sites. From travel logistics to catering, you ensure our culture thrives in person and remotely., • HR Generalist Tasks: Own the "nuts and bolts" of the employee lifecycle—onboarding, offboarding, contract management, and maintaining our internal documentation. Who you are: • Execution-Focused: You aren't interested in corporate "fluff." You want to get things done and you take pride in the accuracy of your work., • Operationally Minded: You have 2–5 years of experience in a startup, finance, or fast-paced professional environment. You have a "no task too small" mindset., • Trusted & Discrete: You can handle sensitive information and personal employee issues with the utmost maturity and confidentiality., • Detail-Obsessed: You sweat the details, whether it's a decimal point in a spreadsheet or the timing of a flight for a team event. Agora operates a centralized USD-pegged stablecoin platform with robust compliance, security, and governance. We are equally committed to fostering a diverse, inclusive, and equitable workplace. We are an Equal Employment Opportunity Employer. We do not discriminate based on race, color, ancestry, national origin, religion or creed, mental or physical disability, medical condition, genetic information, sex (including pregnancy, childbirth, and related conditions), gender identity or expression, sexual orientation, age, marital status, military or veteran status, citizenship, or any other characteristic protected under applicable federal, state, or local law.

Valkai is building a world-class team and we need someone to own talent as we scale. This is a generalist role. You'll run full-cycle recruiting, build the operations that make hiring fast, and take on people ops work that keeps the company running as we grow. You'll work directly with the founding team. The mandate is broad: source and close engineers, design the process candidates move through, and own projects that touch every part of how people join and stay at Valkai. If you want range and ownership over narrow specialization, this is the role. Thoughtful problem solvers: You start with a clear and accurate understanding of the context. You break down messy problems into concrete plans and think about what the candidate experiences, not just what the calendar says. Organized and self-sufficient: You manage yourself, navigate ambiguity, and find ways to create measurable impact. You turn loose goals into concrete execution plans, and nothing falls through the cracks on your watch. Owner of your mission: You own outcomes, not tasks completed. You take pride in how candidates experience Valkai and in how fast the process runs. Sharp eye for people: You notice what exceptional looks like and can tell the difference between a good resume and a great one. Range: You move between sourcing, closing, operations, and people ops without dropping any of them. You'd rather own a wide surface than go deep on one slice. Run full-cycle recruiting: source, screen, coordinate, and help close candidates across engineering and go-to-market roles Own candidate experience from first touch to signed offer, so every candidate leaves the process wanting to work here, including the ones we pass on Run recruiting operations in Ashby: pipelines, scheduling, scorecards, and the data that tells us what's working Drive top of funnel through sourcing, application review, and first-touch outreach Own people ops work as we scale: onboarding, HR systems, and the processes that keep the team running Take talent projects end to end, from referral programs to process redesigns, and make each one measurably faster Use AI tools across the entire workflow. We expect the talent function to be as AI-native as the company it's building 3+ years in recruiting, people ops, or a related operations role Full-cycle recruiting experience, ideally on a technical team Experience at an early-stage startup or on a competitive, high-performing team Hands-on time with an ATS (we use Ashby) You do not need Life Sciences experience Competitive compensation, including meaningful equity Medical, dental, and vision insurance for employee and dependents Generous PTO policy Paid parental leave At Valkai, we are committed to fostering a diverse and inclusive workplace. We provide equal employment opportunities to all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.

Blackstone is the world’s largest alternative asset manager. Blackstone seeks to deliver compelling returns for institutional and individual investors by strengthening the companies in which the firm invests. Blackstone’s over $1.3 trillion in assets under management include global investment strategies focused on real estate, private equity, credit, infrastructure, life sciences, growth equity, secondaries and hedge funds. Further information is available at . Follow @blackstone on LinkedIn, X (Twitter), and Instagram. Business Unit: Human ResourcesJob Title: AVP, HR Business Partner – Corporate FunctionsThe Human Resources Business Partner ("HRBP") role involves aligning HR strategies with business objectives and implementing critical people initiatives. The HRBP will serve as a hands-on generalist and strategic partner, engaging directly with business leaders and employees at all levels as a credible, trusted advisor on workforce planning and talent management. Other responsibilities include:Broad-based human resources leadership tailored to the needs of the business groups; core areas of focus, in collaboration with enterprise COEs, include: recruiting support, talent and performance management, training and development, compensation, DEI, employee relations, and day-to-day HR operationsIndependently execute core cyclical HR processes end-to-end, including compensation, promotions, and talent reviews, with minimal oversightRun the mechanics of talent reviews, calibrations, and development tracking, while forming and sharing an independent point of view on talentHandle routine employee relations matters independently and escalate complex situations appropriatelyProactively analyze HR data, identify trends, and surface recommendations; ensure HR data integrity and accuracy by working closely with HRIS and key systems to streamline reporting processesCoordinate directly with COEs on recruiting and onboarding activities for supported client groupsDraft and deliver HR communications and recommendations to business units with minimal supervisionPartner with the senior HRBP and broader HR team to implement and deliver HR programs—Employee Relations, Recruiting, Talent DevelopmentPartner with colleagues on the development and implementation of firm-wide HR programsChampion the firm's continuing commitment to heterogeneity in its broadest sense and support plans and programs to ensure the company's workforce at all levels reflects this commitmentQualificationsThe individual we seek is an experienced Human Resources professional with broad generalist experience, including organization development and effectiveness. The HRBP, AVP is a collaborative, confident change agent who communicates effectively and persuasively at all levels, both inside and outside of HR. In addition, they should meet the following qualifications:Experience to conceptualize, advise on, and lead strategic talent management as well as demonstrated organizational effectiveness/developmentDemonstrated experience to prioritize and translate business initiatives into clear Human Resources strategies, coupled with a process-oriented, forward-looking approachStrong project management, financial, and analytical skills with a hands-on approachNo task too small mentalityDives deep into processes and makes suggestions for automation and improvementExercises independent judgment; knows when to act and when to escalateSignificant expertise in establishing and maintaining strong working relationships across all levels while maintaining appropriate levels of objectivityHuman resources experience in client-facing roles such as a field-oriented generalist or HR Business Partner; international exposure a plusExperience in creating and reinforcing a positive and professional working environmentBachelor's degree required; advanced degree is a plusMinimum of 6 years of human resources experience gained, at least in part, at a well-respected professional services, financial services, or technology organization known for disciplined business performance and engaged, consultative human resourcesThe duties and responsibilities described here are not exhaustive and additional assignments, duties, or responsibilities may be required of this position. Assignments, duties, and responsibilities may be changed at any time, with or without notice, by Blackstone in its sole discretion.Expected annual base salary range:$125,000 - $175,000Actual base salary within that range will be determined by several components including but not limited to the individual's experience, skills, qualifications and job location. For roles located outside of the US, please disregard the posted salary bands as these roles will follow a separate compensation process based on local market comparables.Additional compensation and benefits offered in connection with the roleconsist of comprehensive health benefits, including but not limited to medical, dental, vision, and FSA benefits; paid time off; life insurance; 401(k) plan; and discretionary bonuses. Certain employees may also be eligible for equity and other incentive compensation at Blackstone’s sole discretion.Blackstone is committed to providing equal employment opportunities to all employees and applicants for employment without regard to race, color, creed, religion, sex, pregnancy, national origin, ancestry, citizenship status, age, marital or partnership status, sexual orientation, gender identity or expression, disability, genetic predisposition, veteran or military status, status as a victim of domestic violence, a sex offense or stalking, or any other class or status in accordance with applicable federal, state and local laws. This policy applies to all terms and conditions of employment, including but not limited to hiring, placement, promotion, termination, transfer, leave of absence, compensation, and training. All Blackstone employees, including but not limited to recruiting personnel and hiring managers, are required to abide by this policy.If you need a reasonable accommodation to complete your application, please contact Human Resources at 212-583-5000 (US), +44 (0)20 7451 4000 (EMEA) or +852 3656 8600 (APAC).Depending on the position, you may be required to obtain certain securities licenses if you are in a client facing role and/or if you are engaged in the following:Attending client meetings where you are discussing Blackstone products and/or and client questions; Marketing Blackstone funds to new or existing clients; Supervising or training securities licensed employees; Structuring or creating Blackstone funds/products; andAdvising on marketing plans prepared by a sales team or developing and/or contributing information for marketing materials. Note: The above list is not the exhaustive list of activities requiring securities licenses and there may be roles that require review on a case-by-case basis. Please speak with your Blackstone Recruiting contact with any questions.To submit your application please complete the form below. Fields marked with a red asterisk * must be completed to be considered for employment (although some can be answered "prefer not to say"). Failure to provide this information may compromise the follow-up of your application. When you have finished click Submit at the bottom of this form.SummaryLocation: New York; New JerseyType: Full time

The HR Advisor serves as the primary Human Resources partner for assigned business units, providing guidance and support to leaders and employees across a broad range of HR functions. This role is responsible for managing employee relations matters, supporting performance management, driving employee engagement initiatives, and ensuring the consistent application of company policies and practices. The HR Advisor operates independently, partnering directly with site leaders and department managers to address workforce challenges, support talent development, and foster a positive employee experience. This position requires strong judgment, the ability to navigate complex employee situations, and a proactive approach to supporting business objectives while maintaining compliance with employment laws and company policies. Essential Job Functions Business and Leadership Support • Partner directly with site leaders and department managers to provide day-to-day HR support and guidance., • Build strong working relationships with leaders to understand workforce needs and operational challenges., • Coach managers on employee performance, engagement, attendance, accountability, and development., • Support workforce planning, succession planning, and talent review discussions., • Assist leaders in addressing employee concerns and developing effective solutions to workplace challenges., • Provide recommendations on organizational and people-related matters to support business objectives., • Gather business insights and partner with HR Centers of Excellence to develop solutions that meet organizational needs. Employee Relations • Serve as the primary resource for employee relations matters within assigned business units., • Conduct comprehensive investigations, making fact-based recommendations to support Company policy, procedures, and expectations., • Recommend and support corrective actions, the performance management process, and other employee interventions., • Partner with leaders to resolve employee issues in a fair, consistent, and timely manner., • Maintain thorough documentation of investigations, employee relations matters, and employment actions., • Escalate sensitive, complex, or high-risk matters to HR leadership, as appropriate. HR Programs & Compliance • Support leaders throughout the performance management process, including coaching, documentation, and performance reviews., • Assist with talent identification, development planning, and succession planning efforts., • Ensure consistent administration and application of HR policies, procedures, and programs., • Provide guidance on company policies, benefits, leave administration, accommodations, and employment practices., • Maintain knowledge of federal, state, and local employment laws and regulations., • Analyze workforce data and trends, including turnover, attendance, and employee relations activity, to identify opportunities for improvement., • Support compliance initiatives, audits, and reporting requirements. Culture, Engagement & Change • Champion a positive, inclusive workplace culture by advising leaders on engagement strategies and employee experience initiatives., • Support organizational change efforts, including restructures, role transitions, and workforce communications., • Support employee engagement initiatives designed to improve retention, morale, and workplace culture., • Assist leaders in interpreting employee feedback and developing action plans to address identified opportunities., • Participate in employee meetings, site visits, and engagement activities to maintain visibility and accessibility., • Promote and reinforce company values and a positive employee experience. Duties, responsibilities, and activities may be assigned or changed from time to time. Preferred Qualifications Education & Experience • Bachelor's Degree in Human Resources, Business Administration, or equivalent work experience., • 5+ years of progressive HR experience, including demonstrated expertise as an HR Generalist, HR Business Partner, or HR Advisor., • Proven track record managing complex employee relations matters independently., • PHR or SPHR certification preferred; SHRM-CP or SHRM-SCP also valued. Technical Skills • Strong proficiency in Microsoft Office Suite (Word, Excel, PowerPoint)., • Experience with HRIS platforms, such as Oracle HCM, preferred., • Ability to analyze HR data and translate metrics into actionable insights for leadership. Knowledge & Competencies • Thorough knowledge of HR governance and employment law (EEOC, FLSA, FMLA, HIPAA, ADA, state-specific regulations)., • Demonstrated ability to oversee confidential matters with discretion and sound judgment., • Operates independently with minimal oversight on complex issues; exercises sound judgment on matters with significant organizational exposure., • Strong consultative presence credible, trusted, and influential with managers at all levels., • Excellent written and verbal communication skills; able to convey complex topics clearly and persuasively., • Strong listening, coaching, and interpersonal skills; capable of building genuine relationships across diverse employee populations., • Comfortable managing competing priorities in a dynamic, fast-paced environment., • Up to 25% of travel is required to support assigned business locations. Salary: up to $84,000/year base salary + bonus eligibility This is an estimated range based on the circumstances at the time of posting, however, may change based on a combination of factors, including but not limited to skills, experience, education, market factors, geographical location, budget, and demand. Benefits We offer a comprehensive benefits plan including: • Medical, • Dental, • Vision, • Flexible Spending Account (FSA), • Employee Assistance Program (EAP), • Life & AD&D Insurance, • Disability, • Paid Time Off, • Paid Holidays Beware of Fraud! Hub Group has become aware of online recruiting related scams in which individuals who are not affiliated with or authorized by Hub Group are using Hub Group's name in fraudulent emails, job postings, or social media messages. In light of these scams, please bear the following in mind: • Hub Group will never solicit money or credit card information in connection with a Hub Group job application., • Hub Group does not communicate with candidates via online chatrooms such as Signal or Discord using email accounts such as Gmail or Hotmail., • Hub Group job postings are posted on our career site: https://www.hubgroup.com/careers

The Management Consulting Senior Manager is responsible for planning, organizing and developing business for the HR consulting practice. This position is responsible for bringing in business, managing clients and supervising the consulting staff. The Management Consulting Senior Manager manages the full life cycle of human resources consulting engagements, leads local strategy development by having a "seat at the table" with the businesses in the market, and serves as the driving force and the beacon in HR consulting arena. The role is also responsible for mission/vision creation, intervention and conflict resolution, team integration and assimilation, coaching and relationship management, and implementing talent management tools designed for determining performance and potential. Job Duties: • Evaluates clients in relation to established goals and recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and service performed, • Leads Business Development activities and the overall growth of the practice, • Directs all Management Consulting programs and practices, including: New Program Development & Support (HRIS, Employee Development Programs/Mentor/PM Programs), Policy Development & Employee Relations, Training as needed, Manage Recruitment & Generalist Functions, Employee orientation process, • Develops, recommends and implements personnel policies and procedures, • Develops and maintains client's human resource department policies to ensure legal compliance and effective utilization of HR resources, • Works one-on-one with the clients' Directors to assess recruiting needs and develop recruitment strategies for the positions, • Annually reviews and makes recommendations to clients' Executive Management for improvement of client's policies, procedures and practices on personnel matters, • Maintains knowledge of industry trends and employment legislation and ensures client compliance, • Communicates changes in clients' personnel policies and procedures and ensures proper compliance is followed, • Assists clients' Executive Management in the annual review, preparation and administration of firm wage and salary program, • Coordinates and/or conducts exit interviews for clients to determine reasons behind separation, • Works directly with clients' managers to assist them in carrying out their responsibilities on personnel matters including compliance with Federal and State legislation, • Develops and maintains a human resources system that meets clients' personnel information needs, • Participates on committees and special projects and seeks additional responsibilities, • Delivers strategic HR consulting to business clients, • Manages the delivery and acceptance of core HR processes (Associate Engagement, Career Development, Performance Management, Staffing, Leadership Development, Change Management, etc.) across client areas, • Works with senior leaders of client groups to resolve HR related issues and design a customized people strategy to support the growth of the business, • Partners with clients' core HR functions (training, associate relations, etc.) on exempt and non-exempt issues, • Owns the strategy and execution of key HR processes across client areas, • Selects and uses training/instructional methods and procedures appropriate for the situation when learning or teaching new things to clients, • Establishes a rapport and good communication with co-workers, clients and others, • Other duties as required Supervisory Responsibilities: • Directs and manages all members of the Management Consulting team in their region., • Reviews work prepared by Analyst, Consultants and Managers and provides verbal and written performance feedback as needed, • Consults, coaches and influences the Management Consulting team and clients on workforce management and HR programs, • Motivates, develops and directs people as they work Qualifications, Knowledge, Skills and Abilities: Education: • Bachelor's degree in Business Management, Human Resources, or Psychology, required, • Graduate degree, preferred Experience: • Ten (10) or more years of human resources or related generalist experience including employee relations consulting, recruitment, organizational development, basics of compensation and benefits, required, • Five (5) or more years of experience in a supervisory role, preferred, • Exposure to employment and labor law, required License/Certifications: • PHR or SPHR certification, preferred Software: • Proficient in Microsoft Office Suite, specifically Word, Excel and PowerPoint, required Language: • N/A Other Knowledge, Skills & Abilities: • Exceptional interpersonal, communication and customer service skills, • Ability to develop clear, actionable steps in support of an overall business strategy or to resolve an issue, • Ability to provide coaching and mentoring in a supervisory role, • Ability to manage own time and the time of others, • Ability to work on multiple tasks simultaneously with regular interruptions and complete tasks effectively within a reasonable amount of time, • Strong organization skills and attention to detail, • Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources, • Creative and entrepreneurial spirit, • Excellent verbal and written communication skills, including ability to: Effectively communicate in a courteous, professional and tactful manner by e-mail, telephone and in person with co-workers, management, clients and others in favorable or unfavorable situations, Respond well to questions in a timely manner, Demonstrate good listening skills, Write clear and concise business correspondence, Gather, organize and summarize information, Present clearly, credibly and confidently, Present technical information effectively, • Applies principles of logical thinking to define problems, collect data, establish facts, and draw valid conclusions, • Follows and applies specific rules and regulations, • Works with minimal supervision, • Ability to travel 25% based on client and practice needs Individual salaries that are offered to a candidate are determined after consideration of numerous factors including but not limited to the candidate's qualifications, experience, skills, and geography. National Range: $140,000 - $180,000Maryland Range: $140,000 - $180,000NYC/Long Island/Westchester Range: $140,000 - $180,000

Founded in 1988, Robin Hood finds, fuels, and creates the most impactful and scalable solutions lifting families out of poverty in New York City. The largest poverty fighting organization in New York City, Robin Hood partners with top nonprofits in New York City and invests in legal services, housing, meals, workforce development training, education programs, and other vital services that give New Yorkers in need the tools they need to build better lives. The programs it funds are often the first of their kind and serve as demonstration models to identify what works before being replicated in other cities. Because its Board of Directors covers 100% of all administrative, fundraising, and evaluation costs, every dollar donated goes directly to organizations helping New Yorkers in need. Building on our 30 years of experience, Robin Hood is expanding our impact with an explicit focus on lifting families sustainably and measurably out of poverty through supporting the most effective community partners; influencing public policy; raising our thought leadership profile; importing and exporting effective ideas and strategies nationally; and building new collaborations with strategic partners. As New York City emerges from the worst of the global pandemic, we are focused on getting families back on their feet; getting kids back on track; and getting New Yorkers back to work. The Associate Manager, Operational Efficiency is the operational hub and generalist of the team; a detail-oriented, people-centered practitioner who keeps Robin Hood's People & Culture function running smoothly. As a generalist, this role provides broad support across the P&C function, lending a hand wherever the team needs it whether supporting recruitment, coordinating a compliance filing, or helping a team member meet a deadline. Within that generalist scope, this role holds clear primary ownership in two areas: onboarding and offboarding and event execution. The Associate Manager owns the scheduling and coordination of the full onboarding experienceensuring every new hire feels welcomed, prepared, and set up for success from day oneand serves as the execution lead for all P&C events, managing logistics and on-the-ground coordination from start to finish. Beyond those areas, this role provides essential administrative support across recruitment (scheduling, posting, tracking, and reporting), talent management (review cycle monitoring and recordkeeping), and HRIS data entryall in close partnership with the Senior Managers who own and oversee each function. This role is also a primary point of contact for staff navigating everyday payroll questions. The Associate Manager partners closely with Finance to ensure benefits and payroll are administered accurately and on time, serving as the critical communication link between the P&C team and Finance on employee changes, leave updates, and benefits transactions. Success in this role requires exceptional attention to detail, strong follow-through, and a genuinely proactive, solutions-oriented approach to the work. Key responsibilities include, but are not limited to: • Onboarding (15%), • Own and execute the end-to-end onboarding process for all new hires including background checks, I-9s, wage forms, and all legally required documentation ensuring everything is completed, processed, signed, and saved accurately and on time., • Own the scheduling and coordination of the full onboarding experience from new hire orientation through early milestone check-ins ensuring every new hire has the tools, information, and support they need to get started successfully., • Conduct new hire orientation end-to-end, including an overview of Robin Hood's handbook, policies, benefits, time and attendance, time-off, professional development programs and HRIS/HCM., • Communicate all new hire information to Finance in a timely manner to ensure accurate and on-time payroll setup., • Partner with the Senior Manager, People Operations, Systems & Compliance to continuously identify and implement process improvement opportunities across the onboarding experience., • Offboarding (10%), • Own and execute all offboarding tasks for departing staff including HRIS termination, timely deprovisioning of Robin Hood assets, COBRA processing and generation of the Payroll and Benefits Termination Summary and communicating all changes to Finance promptly to ensure accurate and timely final pay and benefits processing., • Conduct benefits and payroll exit meetings, ensuring departing staff understand how their pay and benefits will be handled through their last day and beyond., • Continuously identify and implement process improvement opportunities across the offboarding experience., • Talent Acquisition (25%), • Provide comprehensive administrative support to the Senior Manager, Talent Lifecycle & Engagement across all active searches including posting open roles to the careers page and external job boards, maintaining accurate and up-to-date job listings, scheduling and coordinating candidate screenings, hiring manager interviews, and panel interviews, and ensuring timely, professional communication with candidates and interviewers throughout the process., • Maintain organized recruiting records across all open and closed searches, including resume banks, pipeline tracking, recruiting reports, and applicant data; generate weekly status reports for the Senior Manager, Talent Lifecycle & Engagement on open positions, pipeline activity, and candidate status., • Support Summer Associate and intern recruiting logistics and program coordination in partnership with the Senior Manager, Talent Lifecycle & Engagement., • Talent Management (5%), • Support the performance review cycle by monitoring completion status, sending timely reminders to managers and employees, and maintaining accurate and up-to-date records in the HRIS and performance management system., • Track goal-setting activity and mid-year check-in completion across the organization; flag outstanding items to the Senior Manager, People Operations, Systems & Compliance for follow-up., • HRIS & Payroll (20%), • Maintain accurate employee data in the HRIS/HCM across the full employee lifecycle from new hires, status changes, compensation updates, benefit changes, leaves, to terminations ensuring Finance receives timely, accurate information on all changes affecting payroll and benefits., • Partner closely with Finance on all payroll-related P&C tasks, including pay cycle coordination, benefits updates, and any changes affecting compensation; escalate systems-related issues to the Senior Manager, People Operations, Systems & Compliance., • Support the Senior Manager, People Operations, Systems & Compliance with data entry, tracking, and HRIS-related tasks as needed., • Support the administration of Robin Hood's tuition reimbursement program by coordinating payment processing with Finance in partnership with the Senior Manager, Talent Lifecycle, ensuring timely and accurate reimbursement for eligible staff., • Immigration Management (5%), • When immigration needs arise, coordinate with outside immigration counsel on active visa cases, track visa statuses and renewal deadlines, and ensure all required documentation is collected, organized, and maintained accurately., • Serve as the primary internal point of contact for immigration matters, keeping the CPCO and affected employees informed and ensuring no deadlines are missed., • Records Retention & Compliance Support (5%), • Create and maintain digital and hard copy employee personnel files in compliance with applicable legal retention requirements (8-year standard)., • Support the Senior Manager, People Operations on EEO-1 reporting, annual benefits audits, and other compliance filings as needed., • Process employment verifications and maintain up-to-date org charts and staff directory., • Event Execution (10%), • Support the execution for all P&C events including all-staff engagement events, recognition programs, and team activities by managing logistics, vendor coordination, and on-the-ground execution., • Partner with the Senior Manager, Talent Lifecycle on event programming and timing, ensuring events align with the broader engagement and retention strategy., • Growth & Development (5%), • Gain deeper expertise in talent acquisition, talent management, and HR systems and data, taking on more project-based and strategic work as capacity grows and the role evolves., • In partnership with the P&C team, continuously identify and embed tools including AI-powered solutions and process automation that reduce time spent on routine administrative tasks, increasing capacity for higher-impact work and contributing to the overall operational efficiency of the P&C team. Qualifications • A bachelor's degree is preferred, though candidates with equivalent professional experience are encouraged to apply., • SHRM or HRCI Certification preferred., • Minimum of 4 years of experience in human resources, people operations, or a closely related administrative or coordination role, with exposure to complex HR tasks including talent management support, onboarding and offboarding ownership, benefits administration, compliance, and immigration coordination preferred.

Reporting to: HR Manager Job Type: Full Time (Salary Exempt) - $65k - $75k Sloomoo celebrates joy through an interactive experiential world, focused on slime, hands-on play, and all things #satisfying. Sloomoo launched in October of 2019 with an immersive 12,000 square-foot experience in Soho, NYC, where hand-crafted, artisanal slime (dozens of textures and the most delicious scents), soothing ASMR, and wondrous delights (you can slingshot slime, walk on slime, design your own slime, and more) converge with glossy, contemporary design. Sloomoo's universe has expanded - there are now a total of 7 Institutes (NYC, LA, Houston, Chicago, Atlanta, Charlotte, Washington, DC) and two MiniMoos (Boston, Philadelphia) with more to come. MiniMoos are smaller than the Institutes but packed with as much color, surprise, and play. The brand has been featured in People Magazine, Vogue, the Today Show, the Kelly Clarkson Show, the Tamron Hall Show, Forbes, INC, and more. The mission: Deliver joy, whether you're a kid or kid-at-heart. We're looking for an HR Generalist who is especially passionate about recruiting and onboarding someone who gets just as excited about building teams as we do about building slime. You'll be the driving force behind attracting amazing talent and creating a welcoming, thoughtful onboarding experience that makes new hires feel like they've just stepped into something special (because they have). You will be key to upholding Sloomoo's values: • Joy Joy is our DNA. We spark wonder, play, and creativity in everything we do., • Accountability We own it. Every action, every resultour name is on it., • Collaboration Joy happens when we create together. We rise as one team., • Innovation We push limits, dream big, and turn bold ideas into reality., • Inclusivity Everyone belongs. Every voice matters., • Resilience We pivot, solve, and grow stronger through every challenge., • Excellence Good isn't enough. We obsess over the details that make greatness., • Partner with hiring managers to define what success looks like in each role, and hire against it, • Write job descriptions that sound like us and hold up in every state we operate, • Proactively source candidates and build strong talent pipelines, • Lead screening calls, coordinate interviews, and keep every candidate informed, • Manage job board postings; keep postings current, accurate, and closed when filled, • Track recruiting metrics (time-to-fill, source effectiveness, offer acceptance) and use them to improve our process, • Run high-volume seasonal hiring and new-location hiring, • Manage pre-boarding communication from offer through day one so new hires arrive excited and ready, • Own new-hire compliance: I-9, background checks, and required notices, etc., • Set up new hires in HRIS (ADP) and enroll them in LMS so training can start day one, • Coordinate day-one orientation and hand new hires off to location General Managers for on-the-job training, • Collect feedback from new hires and their managers to use it to keep raising the bar, • Support employee relations and coach managers with empathy and clarity, • Administer leaves of absences and accommodation requests in coordination with ADP, • Maintain records in ADP and ensure compliance with federal, state, and local requirements across all locations, • Field benefits and employee questions and partner with ADP on resolution, • Help drive engagement initiatives and culture moments, • Support performance management cycles, • Continuously improve our people processes as we grow, • 35 years of HR experience, with strong recruiting ownership; high-volume or seasonal hiring experience strongly preferred, • Experience in retail, hospitality, experiential, or multi-location environments preferred, • Working knowledge of multi-state employment law, including I-9, FCRA, and fair-chance hiring, wage-and-hour rules for hourly employees, and leave laws, • Strong organizational skills and attention to detail, • Ability to juggle multiple roles and priorities gracefully, • Experience with ADP strongly preferred; comfortable managing postings and sourcing on Indeed or comparable platforms, • Clear, warm communicator, • Minimum age: 18 years. Inclusivity Commitment: Sloomoo Inc. is a company that respects and welcomes the uniqueness of each employee and offers everyone the means to find their place and thrive. We are committed to equal employment opportunities, career development opportunities and promoting initiatives aimed at creating a culture that is meaningful, innovative and successful. Sloomoo Inc. does not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth or related medical conditions), sexual orientation, gender, gender identity, gender expression, age, status as a protected veteran, status as an individual with neurodiversity or a disability or other applicable legally protected characteristics.

The Senior Generalist, Human Resources and Faculty Affairs, will provide comprehensive support to Human Resources/Faculty Affairs, collaborating on departmental projects as needed. They will regularly meet with HR/FA Manager(s) and/or Director(s) to request updates, participation in team meetings to review transaction statuses. Additionally, they will assist in training and mentoring colleagues, while serving as a liaison for internal and external stakeholders to ensure timely processing of HR/FA transactions. The Senior Generalist will offer guidance to peers and provide backup support as required, including vacation coverage for departments. They should demonstrate solid knowledge and the ability to handle typical situations independently or with minimal supervision. Further, they will work with lower-level roles to maintain consistent resolution of typical situations. Responsibilities • Meet regularly with Directors or designee, to provide updates on request status. May attend meetings with the HR/FA team and/or Division Administrator or his/her designee to review the status of HR/FA transactions., • Assist with training, mentoring and education of peers, colleagues and new hires in relevant areas of expertise., • Liaise with internal and external constituents to resolve issues and to ensure timely processing of new-hire/appointment, reappointment, termination and other related transactions., • Provide back-up support and guidance to other generalists, managers and directors, as necessary., • Provide vacation and time-off back-up coverage for departments (may provide short-term or extended coverage assignments). Minimum Qualifications Bachelor's degree or equivalent required plus a minimum of 3 years of relevant experience required. Must be resourceful, organized and detail and task oriented with the ability to establish priorities and follow up on multiple issues in a time-sensitive manner. Skilled at working under pressure and with minimal supervision and sound independent judgment required. Ability to exercise a high degree of professionalism, diplomacy, discretion, firmness, and collaboration in dealing with individuals at all levels. Strong analytical and tenacious problem-solving skills necessary Excellent computer skills including thorough knowledge of Microsoft Office, including knowledge of databases and advanced spreadsheet skills required. Must be able to quickly acquire knowledge of University policies, procedures, and systems Preferred Qualifications • Bachelor's degree in Human Resources or a related field, • Certification (SHRM, Labor Relations, HR, etc.) preferred, • Healthcare and/or Academic Medicine experience preferred, • Human Resources experience preferred Equal Opportunity Employer / Disability / Veteran Columbia University is committed to the hiring of qualified local residents.

The Senior Generalist, Human Resources will provide comprehensive support to Human Resource/Faculty Affairs, collaborating on departmental projects as needed. They will regularly meet with HR/FA Managers and/or Director(s) for requested updates, participating in team meetings to review transaction statuses. Additionally, they will assist in training and mentoring colleagues, while serving as a liaison for internal and external stakeholders to ensure timely processing of HR/FA transactions. The Senior Generalist will offer guidance to peers and provide backup support as required, including vacation coverage for departments. They should demonstrate solid knowledge and the ability to handle typical situations independently or with minimal supervision. Further, they will work with lower-level roles to maintain consistent resolution of typical situations. • Assist with the recruitment of staff by posting positions using applicant tracking systems in addition to posting on outside advertising sources., • Assist with the recruitment of staff by posting positions on Columbia's job sites and appropriate advertising sources, scheduling in-person meetings, managing the I-9 process; completing pre-hire background checks, processing all new hires and any employment related changes., • Upon request, reviews applications and interviews applicants to match experience with specific job-related requirements., • Independently coordinates all pre-boarding activities for the various employee populations., • Schedules in-person meetings, manages the I-9 process, coordination of pre-hire background checks, and ensures efficient on-boarding., • Liaise with internal and external constituents to resolve issues and to ensure timely processing of new-hire/appointments and other related transactions., • Responsible for onboarding staff, faculty and researchers and students. This includes scheduling welcome program, medical surveillance and UNI creation., • Communication with new hires and departments to ensure smooth onboarding experience., • Initiate and process template-based hires in Peoplesoft and/or nominations ensuring accurate collection and processing of the information collected in PAC., • Process all short-term visitors and student utilizing JIRA., • Oversee the department's preparation and processing of payroll using TLAM and management of time-off tracking., • Manage the collections and verification of time off trackers for all Officers ensuring all submissions are up to date and approved by supervisors., • Process any employment related changes in Talent Link, as well as PAF (i.e. updating position numbers, for promotions, or reclassifications; leaves of absences and terminations) for PeopleSoft updates., • Liaise with internal and external constituents to resolve issues and to ensure time processing of new-hire/appointment, reappointment, termination and other related transactions., • Responsible for immigration related needs of faculty and staff. Assisting with sponsorship for the F-1, J-1, H-1, 0-1 and TN-1 visas and prepare visa documentation for accompanying family members., • Work closely with the other generalists and supervisors to process new visas and renewals utilizing Compass., • Maintain communication with ISSO as appropriate. Complete and submit Termination forms to ISSO., • Track and ensure compliance concerning I-9 processing, Annual Hospital Training, Influenza Program, COVID-19 Safety & Monitoring program, HIPPA Training, Conflict of Interest, Medical Surveillance, Upcoming/Past Visa End Date Status, etc., • Works with the Medical Staff Office to manage the credentialing process so that new faculty and other credentialled staff (e.g. nurses) are able to on-board smoothly and function in the capacity for which they were hired., • Manages the reappointment process every year. Works with colleagues in the department to manage the reappointment process with focus on adherence to deadlines., • Use ServiceNow HR Ticketing System to effectively manage all requests and communicate with HR/FA team., • Maintain and update employee records. Upload all employee forms and documents into Visual Vault., • Manage special projects as designated by the Associate Vice Dean for Human Resources/CAO, • Other duties as assigned or requested., • Conducts exit interviews and follows up as appropriate. Discusses data from exit interviews with Manager/Director(s) to make recommendations to the management team for corrective action and continuous improvement., • Proactively responds to employee relations issues. Escalates all employee concerns, issues or complaints to Manager/Director(s). All issues related to harassment allegations and civil rights complaints will be escalated to Manager/Director(s)., • With oversight and approval from Manager/Director(s), maintains working relationship with union delegates and CUIMC Labor Relations team and adheres to terms of labor contract by monitoring day-to-day implementation of policies concerning wages, hours and working conditions., • Bachelor's degree or equivalent in education and experience., • Minimum 3 years of relevant experience, • Must be resourceful, organized and detail and task oriented with the ability to establish priorities and follow up on multiple issues in a time-sensitive manner. Skilled at working under pressure and with minimal supervision and sound independent judgment required., • Ability to exercise a high degree of professionalism, diplomacy, discretion, firmness, and collaboration in dealing with individuals at all levels., • Strong analytical and tenacious problem-solving skills necessary, • Excellent computer skills including thorough knowledge of Microsoft Office, including knowledge of databases and advanced spreadsheet skills required., • Must be able to quickly acquire knowledge of University policies, procedures, and systems, • Certification (SHRM, Labor Relations, HR, etc) preferred, • Degree in Human Resources or related field preferred, • Healthcare and or Academic Medicine experience preferred, • Human Resources experience preferred

Our client, a highly stable global banking brand, is seeking a VP (HR Business Partner) to play a significant role in the HR and operational management of their small New York office (under 100 people).Well-suited candidates will bring hands on and strategic experience out small to midsized international banking (or relevant global professional services firm), where they were intimately involved with the employee life-cycle, inclusive of administering benefits (H&W and retirement) programs/fostering strong relations with brokers, partnering/leading engagement initiatives, handling light recruitment and serving as ER point person. Payroll exposure would be a plus.This position offers exciting global exposure to a mature HR professional who values collegial environments where knowing all your customers, maintaining strong attention to detail and gravitas with leadership, while nurturing the day-to-day workings of HR and other business areas.Heavy interface into a globally based headquarters is strongly preferred, and demonstrable experience owning various pillars of a localized HR program is a must.Key ResponsibilitiesLead and coordinate core human resources functions, including payroll administration, benefits management, talent acquisition, employee relations, and collaboration with both internal teams and external service providers.Manage employee benefit programs, ensuring effectiveness, compliance, and alignment with organizational objectives.Assist with workforce planning initiatives and support the development, tracking, and management of personnel-related budgets.Facilitate and oversee employment-based immigration and work authorization processes.Address employee relations issues, conduct workplace investigations, manage accommodation requests, and maintain accurate documentation.Execute end-to-end recruitment activities, from candidate sourcing and interviewing through onboarding and integration.Maintain compliance with applicable employment laws, regulatory requirements, audit standards, and corporate governance policies.Evaluate, streamline, and enhance HR processes, policies, and systems to drive operational efficiency and employee experience.Required Skills & CompetenciesStrong understanding of employment law, HR compliance requirements, and regulatory frameworks.Excellent written and verbal communication skills with the ability to engage effectively across diverse audiences.Exceptional attention to detail, sound judgment, and a commitment to maintaining confidentiality and ethical standards.Strong analytical and problem-solving abilities, with experience improving processes and designing efficient workflows.Proven ability to build relationships and collaborate effectively with employees, managers, and senior leadership.Qualifications7-10 years of progressively responsible experience in human resources, preferably in a broad HR generalist capacity.Bachelor’s degree required; professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) preferred.Hands-on experience with HRIS platforms, payroll administration, immigration/work visa processes, and compliance reporting.Prior experience within banking, financial services, or another highly regulated global business environment is strongly preferred.If the above sounds aligned to your skills and experience, please apply.Job Reference #-072026-294294The SR Group (US), Inc. is acting as an Employment Agency in relation to this vacancy.Please note that your personal information will be treated in accordance with our Privacy Policy.

The Human Resources team supports our employee population by providing the structure, care, and development needed for individual employees to be successful in their own careers, which in turn contributes to the overall growth and success of the Company. The Human Resources department is organized in three strategic pillars: Compensation and Benefits, Human Resources Business Partners, and Talent Development. As the Senior HR Business Partner, you will contribute to the overall department strategy in a Generalist role capacity. You will be responsible for managing all aspects of the recruiting process, fostering, and maintaining employee relationships through coaching, advising, and negotiating in conflict situations, and assisting in organizational effectiveness efforts. You will deliver HR solutions in several key areas, including recruitment and hiring, internal mobility, employee relations, performance management, labor law compliance, HR operations, and skill development and training. As a strategic member of a cross functional Retail team, you will work closely with the store leadership teams and employees within the Southern Region, as well as partner with other members of the HR team, working collaboratively across all levels to assist in the implementation of people-related services, HR policies, practices, and procedures. The Senior HR Business Partner will support the Southern Region, which currently includes 9 store locations and approximately 200 retail employees. This position is located on site in either our New York City Corporate or Miami Office location. About the Role: • Serves as a strategic HR Business Partner for the Southern Region., • Provides hands-on HR support by maintaining both a physical and virtual presence in boutiques and monitoring the morale and general atmosphere of region. Is a regular contributor to regional meetings, as well as management/staff meetings at the store level., • Is aware of all business issues and priorities, and provides focused support, coaching, and guidance to management., • Manages employee relations for the store locations and recommends appropriate employment action to maintain a productive, positive work environment. Empowers store management to manage employee disciplinary actions to ensure consistent, uniform, and fair application of company policies and procedures and governmental laws. With general supervision, conducts investigations, recommends solutions to issues, counsels' employees, advises managers on discipline process and facilitates dispute resolution., • Leads full cycle recruiting processes to meet the various staffing goals within multiple business units of the organization. Maintains accurate and organized documentation, digital filing and reporting on all candidates/applicant tracking initiatives. Ensures job descriptions are created, evaluated and current for all positions prior to recruitment/hire., • Ensures all regular vacant positions are posted internally and externally, and provides analysis of recruiting processes, employee retention statistics, and other associated HR metrics., • Responsible for HR headcount budget, new headcount requests, and maintenance of organizational charts for region., • Conducts regular touch base meetings with store leaders to provide HR strategic workforce updates: reviewing store talent, succession planning, provide management team with coaching recommendations to optimize business performance., • Works closely and collaboratively with HRBP team to support with implementing new programs and initiatives that impact employee engagement; supports with special projects, initiatives, and goals to enhance the overall employee experience., • Responsible for the management of the company's annual performance review process and 30/60-day new hire review process. Creates and designs content of the performance reviews in alignment with goals of the company., • Supports in the development and administration of all other projects, programs, procedures, and guidelines aimed at aligning the workforce with strategic goals of the department and company. Supervisory Responsibility: • NO - This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions. Budget Responsibility: • YES - Manages HR budget sheet with Compensation Manager for recruiting and hiring processes; assists retail management in monitoring payroll budget for location, controlling overtime and staying within budget for salary; creates and maintains budget for recruitment and associated systems. Decision Making Responsibility: • YES - Recruitment and Hiring; Employee Relations / Dispute Resolution About You: • At least 5 years of experience in a HR Business Partner role, • Proven HR leadership in multi-unit, high-volume, high-visibility environments, • Background in luxury retail or service-oriented organizations; direct store experience preferred, • Expertise in full recruitment lifecycle across all organizational levels, • Strong capabilities in employee relations, talent development, recruiting, and performance management, • Skilled in building lasting relationships and influencing across all levels of organization, • Solid knowledge of HR policies, employment laws, compliance, and reporting, • Excellent communication, public speaking, and interpersonal skills; adept at coaching and empowering others, • Proficient in HR technology and tools (Excel, PowerPoint, Word, HRIS) for data analysis and presentation, • Demonstrated judgment, critical thinking, and ability to manage multiple priorities under deadlines, • Highly organized, detail-oriented, self-motivated; effective in both independent and team settings, • Business acumen with operational strength, • Kind yet effective leadership marked by humility and compassion, • Comfortable in fast-paced environments with strong prioritization skills, • Bachelor's degree preferred, • Travel for boutique visits required two times per year The range for this position is $120,000.00 - $135,000.00 annually. Actual rates are determined on the job, location, and individual experience. We are looking for a candidate that has a combination of the above attributes and can perform the key functions of the role with or without reasonable accommodations.

The primary focus of the HR Generalist - Bilingual (Spanish/English) role will be to support our manufacturing and warehouse operations in Secaucus, NJ. With over 1,000 employees/contractors, this role will offer HR expertise and consultation to our employees and managers to maintain a successful and highly motivated workforce. In the generalist role, the duties will vary and offer broad exposure to the Human Resources function, such as recruitment, employee relations, learning & development (L&D), employee engagement, performance management, program management and more. This role will work closely with the HR team in the areas of HR Operations, L&D, Talent Acquisition, Employer Branding, Environmental Health & Safety (EH&S), HR Business Partners (HRBP) and others cross functionally such as manufacturing, supply chain, customer operations, etc. There are several projects that this role will play a crucial part in delivering which include training, systems configuration and integration, talent review/assessment, development planning, etc. What You'll Do • Support employee relations issues for ZT's Manufacturing organization, • Support manufacturing payroll in activities including timecard reconciliation, bonus/incentives, reporting, and processing, • Assist in development and implementation of HR policies and procedures, • Partner with employees and management to communicate various Human Resources policies, procedures, laws, standards and government regulations., • Partner with HR Operations on benefit plans and annual open enrollment processes, • Assist in the maintenance of employee handbook and policies and procedures, • Assist in the content creation and facilitation/delivery of training to the workforce, • Aid in the maintenance of Human Resource records database reporting, • Maintain accurate and complete personnel records, • Ensure that rules concerning confidentiality and retention are followed, • Will work closely with the Talent Acquisition team to support recruitment and assist with interviews with hiring managers to ensure that the organization is recruiting top talent for Manufacturing and Warehouse positions, • Use sound business judgment and common sense when approaching obstacles and solving problems during candidate searches and other HR activities, • Facilitate all onboarding for newly hired employees which include the collection of pre-employment documentation, provisioning, and onboarding set up, • Perform other related duties as required and assigned What You Bring • Fluency in both English and Spanish is required for this position., • Bachelor's degree in Human Resources or related field, or equivalent work experience, required, • 5+ years of relevant experience, • Strong employee relations (ER) experience, • Familiarity with laws, regulations, and best practices applicable to hiring, recruitment, and human resources-related matters, • Strong organizational skills and attention to detail - ability to manage multiple projects/assignments simultaneously, • Time management skills with the ability to prioritize and schedule tasks for the most efficient use of time, • Resourcefulness, High Integrity, Results Orientation, • Proficiency with Microsoft Office applications especially Word, Outlook, and Excel, • Good cross-function communication skills., • Ability to be proactive and a team player with the ability to take initiative, • Excellent interpersonal skills with the ability to work both independently and as part of a team Additional Skills • Strong PPT and Excel, • HRIS/Workday, • Able to work independently At ZT Systems, a Sanmina Company, you'll get to do work you are proud of alongside smart, passionate people. Every day, there are opportunities to collaborate with the best in the industry to design, build, and deliver impactful solutions to world-class customers. Along the way, you will gain hands-on experience in a fast-paced environment that's challenging, rewarding, and career-defining. A culture built around our values we work hard and think fast. We view challenges as opportunitiesto do better, push harder, and be faster than we were the day before. When we fail, we learn from it and move on together. And when we succeed, we use the momentum to go even further. We create value with everything we do, building the foundation of todayand transforming the future of tomorrow. Join ZT Systems and help us build technology infrastructure that connects the world. What We Offer At ZT Systems, a Sanmina Company, we believe that investing in our people is key to our continued growth and innovation. When you join our team, you'll gain access to a comprehensive and inclusive benefits package designed to support your well-being, financial security, and professional developmentboth now and in the future. Compensation & Financial Security -Competitive base salary -Performance-based annual bonus eligibility -401(k) retirement savings plan -Tuition reimbursement for eligible education programs Health & Wellness -Comprehensive medical, dental, and vision coverage with access to leading providers -Mental health resources and employee wellness support programs- -Company-paid life and disability insurance Time Away & Work-Life Balance -Paid time off (PTO) and company-paid holidays -Parental leave and family care support programs Growth & Purpose -Structured training programs and on-the-job learning opportunities -Matching gifts and volunteer programs to support causes you care about These benefits are available to eligible employees and are designed to grow with you as your career evolves. Full benefits and eligibility varies by work location. Learn more about our benefits here. ZT Group Int'l. is an Equal Opportunity Employer and prohibits discrimination and harassment of any kind. ZT Systems provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. Please be aware that certain positions may require the applicant to either 1) be a (i) U.S. citizen or national, (ii) U.S. lawful, permanent resident (aka green card holder), (iii) Refugee under 8 U.S.C. 1157, or (iv) Asylee under 8 U.S.C. 1158, or 2) be eligible to obtain an export control license or license exception from the Bureau of Industry and Science & U.S. Department of Commerce. All offers of employment will be conditional subject to the foregoing.

Human Resources Bathhouse is where the sauna meets the social scene. Thermal pools, steam rooms, and elite hands-on treatments all in a sleek, high-energy space. We're the intersection of wellness and social. Equal parts sanctuary and scene. We build spaces where anyone, with any body, can show up and feel better leaving than they arrived. Job Description: We are looking for an HR Generalist to support our rapid multi-market expansion from NYC into Philadelphia and beyond. This role owns employee relations, policy execution, and HR partnership across a growing footprint of locations. You will work closely with site leadership to navigate the realities of scaling a people-first brand in new markets. We're looking for someone with the ability to build structure without losing the human touch that makes Bathhouse what it is. Responsibilities: • Interprets company policies and counsels employees on employment issues. Assists with the implementation of new company policies and ensures compliance., • Consults with supervisors and managers on basic labor and employee relations issues., • Assists management at the tactical level to resolve issues and develop solutions., • Partners with the management team to effectively facilitate, administer, and execute established performance management processes such as, 1:1s, coaching discussions, disciplinary action, performance development or improvement plans, and formal performance reviews., • Participates in the recruitment and selection process for internal candidates. Responsible for interviewing and providing feedback on hiring decisions. Compensation to determine equitable employment offers., • Partners with other company functions to disseminate departmental or company-wide communications effectively., • Coordinates departmental changes including promotions, transfers, equity adjustments and restructures. Partners with management to create and/or update existing job descriptions as necessary., • Delivers training and development programs in partnership with departments as needed., • Actively support organizational change and continuous improvement efforts in conjunction with the Organizational Development (OD) team Qualifications: • 1-3 years HR-related experience, • Knowledge of HR policies and procedures along with general knowledge of employment laws and practices (ADA, FMLA, EEO, etc..)., • Experience in staffing to include job postings, recruitment and onboarding, • Must have excellent communication skills, • Solid analytical and problem-solving skills, • Experience using HRIS system a plus, • Able to perform duties with moderate supervision, • Maintains a high level of confidentiality Compensation & Benefits: • Job Type: Full-time. Flexible weekend availability required., • Compensation: $90-100k, • Benefits:, • Medical, Vision & Dental insurance, • PTO, • 401K, • Free unlimited admission to Bathhouse with a plus one., • 50% off services, products, and restaurant.

A Manager of People & Culture opportunity available for a private client in Syosset, NY. The ideal person for this role will have 4-5+ years as an HR Generalist/Manager and have experience handling employee relations, performance management, team/culture building, and succession planning.Must be comfortable working 4 days/week onsite.$100-120K base plus discretionary bonusRequired Qualifications:Bachelors degree 4+ years related experience as HR Generalist/HR ManagerAbility to work onsite 4 days/weekPrior experience handling employee relations Preferences:Prior experience working for a privately-owned companyPrior experience being sole HR person SHRM certificationPrior experience working for multi-site companyIf you meet the required qualifications and are interested in this role, please apply today. The Solomon Page Distinction Our teams, comprised of subject matter experts, develop an interest in your preferences and goals and we act as an advisor for your career advancement. Solomon Page has an extensive network of established clients which allows us to present opportunities that are well-suited to your respective goals and needs – this specialized approach sets us apart in the industries we serve. About Solomon Page Founded in 1990, Solomon Page is a specialty niche provider of staffing and executive search solutions across a wide array of functions and industries. The success of Solomon Page reflects an organic growth strategy supported by a highly entrepreneurial culture. Acting as a strategic partner to our clients and candidates, we focus on providing customized solutions and building long-term relationships based on trust, respect, and the consistent delivery of excellent results. For more information and additional opportunities, visit: solomonpage.com and connect with us on Facebook, and LinkedIn. Opportunity Awaits.#LI-EC1

New York, New York, United States $ 39.00 - 40.00 (US Dollar) HR Business Partner Generalist needs 3-5 years Human Resources generalist experience. HR Business Partner Generalist requires: • Locations: Port Washington, NY or NY, NY, • Experience operating as a business partner, understanding how to add value through focus on the business objectives. Experience working within a matrixed organization preferred a plus., • Excellent interpersonal skills in order to build strong working relationships with business and HR partners., • Ability to work under pressure and handle multiple projects simultaneously., • Strong analytical skill with the ability to identify trends and opportunities., • BS degree or higher, preferably in business or HR management. HR Business Partner Generalist duties: • Participates in the implementation of HR strategy that is aligned with business objectives., • Administers human resources plans and procedures for wholesale organization for the U.S.; Assists in the implementation of human resources policies and procedures., • Ensures consistent application of corporate employee policies, including compensation, employee relations, employment, leave of absence and benefits, • Provides subject matter expertise and guidance in support of employee relations issues, corrective actions and performance improvement process; counsels with management/HR partners on corrective action to ensure appropriate steps and consistency., • Manage the compliance with all federal and state employment practices. Establish and ensure compliance with regards to HR administration.