Human Resources Business Partner Jobs in Lowell, MA

Creativity must infuse everything we do, and everyone in the hotel. Performance realities will always exist, but we use these constraints to push, not limit, our creativity. We believe there is always a way to make it work. If we don't have the solution, we dig deeper creatively to find one. Grab the reigns and help shape the future of the Seaport's best kept secret! Creativity must infuse everything we do, and everyone in the Hotel. Performance realities will always exist, but we use these constraints to push, not limit, our creativity. The Human Resources Manager assists with the management of all functions of the Human Resources department, including training, benefits management, employee relations, and recruitment, in accordance with Omni standards. Job Description The role of the Housekeeping Supervisor is to ensure that the cleaning and servicing of guestrooms, public areas, back of house and landings meet Omni four star/four diamond standards. Responsibilities In absence of the Director, assumes role & responsibility for the Human Resources Department. Participates in planning and execution of associate events planned by the Human Resources Department. Develop associate communications network within the hotel, via bulletin boards, department communication boards, posters and flyers. Act as liaison to management for all associates. Clearly and accurately document all associate issues on a timely basis following counseling and disciplinary procedures. Maintains associate Personal Time Off Program within the hotel. Coordinates salary administration and review process. Has excellent knowledge of Benefits Administration, Benefit and Employment Law, ERISA Law, FMLA, ADA, Workers Compensation Law. Ensures Leave of Absence Policy is adhered to, tracked and that correct documentation and action is followed by departments and associates. Develop and/or participate in Staff Training initiatives, including monthly management training in accordance with the Omni Training Matrix, and departmental service training . Works with departmental management to ensure that Safety Training is alive and well in departmental meetings, stand up meetings, and in the consciousness of each hotel associate. Collaborates with Risk Management to ensure timely and accurate incident/accident reporting. Responsible for ensuring proper use of forms, medical services and reporting standards to insurance company. Controls the check book accounting for the Human Resources Department by monitoring expenditures and ensuring that the department stays within budget on a month to month basis. Champions Omni Six Pillars Culture on property, and enthusiastically promotes opportunities within the hotel and company. Manages associate benefit file system to Omni Standard and ensures accurate documented enrollment for all eligible associates. Monitor unemployment insurance claims and actively work to reduce claim liability through detailed documentation and hearing compliance. Conduct pre-screening of line/management position applicants to include administering the Predictive Index and to explain to management. Develop networking contacts and coordinate local job fairs with local colleges. Conducts exit interviews for all terminating associates and ensures final clearance and pay check distribution. Manage HRIS to ensure compliance with applicant flow log, drug testing, I9's, background & reference check, etc. Desirable: 1. Ability to communicate in a second language 2. Experience working with labor unions. Qualifications Must be flexible with schedule to include some weekends. Must be proficient using Microsoft Office Products. Bachelors degree desired. Must have outstanding verbal and written communication skills, and the ability to coach, counsel, advise, mentor, and motivate associates and managers at all levels. Prior hotel Human Resources experience preferred. Omni Hotels & Resorts is an equal opportunity/AA/Disability/Veteran employer. The EEO is the Law poster and its supplement are available using the following links: EEOC is the Law Poster and the following link is the OFCCP's Pay Transparency Nondiscrimination policy statement If you are interested in applying for employment with Omni Hotels & Resorts and need special assistance to apply for a posted position, please send an email to applicationassistance@omnihotels.com .

An HR Manager is responsible for developing and implementing HR policies and practices that support H2O Care Partners strategic goals, focusing on employee relations, workplace policies, and compliance. The HR Manager role involves overseeing the payroll process and benefits programs, ensuring compliance with labor laws, and supporting employees' understanding of company policies and benefits. Additionally, the HR Manager is responsible for maintaining accurate HR records and providing data insights to support informed decision-making. To be successful in the role, one must execute the following responsibilities: HRIS Implementation and System Management: In conjunction with the VP of People, responsible for leading the implementation and ongoing management of the HRIS to streamline HR processes and improve data accuracy. This includes overseeing system configuration, troubleshooting issues, and ensuring data integrity while providing training and support for users across the organization. HR Policy Management and Compliance: Develop and update HR policies to ensure compliance with labor laws and organizational standards. Conduct regular policy reviews to reflect legal changes and ensure that employees understand key policies and procedures. Compensation and Benefits Administration: Oversee compensation structures, payroll processing, and benefits programs to ensure fairness and competitiveness. This includes coordinating with finance to oversee benefit renewal process and planning, and being a thought partner to the Payroll and Benefits Associate with inquiries related to pay and benefits. Employee Relations: Act as the primary contact for addressing employee or partner concerns. Management and Reporting: Maintain accurate employee records and manage HRIS upkeep. Generate reports on key HR metrics to inform decision-making and improve HR practices across the organization. Miscellaneous Projects: working with the VP of People on various strategic project executions. Professional Qualifications: HRIS Implementation experience, UKG Ready implementation is preferred but not required Experience creating process and tactfully leading change management with employees Strong problem-solving and conflict-resolution skills Extensive knowledge of employee benefits and applicable laws. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Strong communication skills. Proficient with HRIS' and the ability to learn new systems as needed. EDUCATION AND EXPERIENCE: Bachelor's degree in human resources, Accounting, Business Administration, or related field. At least 3-5+ years of human resource / related experience required. LOCATION: : Boston, MA (Flexible/hybrid working model) If you are interested in joining a dynamic team at H20 Care partners, please apply today!

KLR Executive Search Group is proud to exclusively partner with a mid-sized business law firm with offices in Providence, South Coast Massachusetts, and Boston. They are currently undergoing a period of strategic growth, and seeking experienced partners who are interested in joining a collegial, client-first, and entrepreneurial culture. The firm has a proven track record of successfully integrating lateral partners and offering an exceptional platform to enhance and support your practice. As a lateral partner, you'll have the opportunity to be instrumental in developing and expanding a key practice area while gaining new insights and skills. Qualifications: Current admission in good standing to either the Massachusetts or Rhode Island bar is required, both preferred. Portable book of business. Proven experience and success in business development. Juris Doctorate from an accredited law school with strong academic credentials. Benefits: Comprehensive health and dental insurance, including health savings and flexible spending accounts. 401(k) plan with company match. Disability and life insurance. Generous vacation and sick leave, parental leave, and employee assistance program.

Grey Street Consulting, LLC (Grey Street), a leading small business provider of Human Resources operational support services to Federal and State civilian and defense agencies, is seeking to hire an on-call Human Resources Consultant to support our client within Cambridge Redevelopment Authority. CRA is located in Cambridge, MA. Essential Duties and Responsibilities Range services on an as-needed, on-call basis for the following areas: HR Consultant with a wide range of HR initiatives and deliverables. Serve as an advisor to the CRA in helping to design benefits and employee performance evaluations in alignment with current salary step increases. Ensuring legal compliance with labor laws, managing dispute resolution, developing and implementing health and safety protocols, and offering consultation on personnel training, particularly with an emphasis on inclusion. Demonstrate promoting a culture of belonging that enables individuals to thrive. Employee Development Help design and maintain employee evaluation and performance management systems. Assist with ongoing professional development policies and infrastructure. Provide consultation on employee benefits, compensation packages, and salary structure, ensuring competitiveness and alignment with industry standards. Provide strategies for succession planning and employee retention efforts. Legal Compliance and Employment Regulations Advise the CRA so that it may remain compliant with all relevant federal, state, and local employment laws. Provide guidance on employment policies and procedures to meet evolving legal standards. Assist in reviewing and updating employee handbooks and policies to reflect current regulations. Provide guidance on accurate and compliant record-keeping. Strategic Advice Provide leadership team with advice on general HR matters and/or specific employee situations. Review existing policies and make recommendations for continuous improvement and adaption. Dispute Resolution and Conflict Management Offer dispute resolution and mediation services to resolve workplace conflicts effectively. Direct employee engagement such as focus groups, employee surveys, and workplace culture review. Provide support in addressing employee grievances, complaints, and disciplinary actions. Develop proactive strategies to mitigate potential conflicts and foster a positive work environment. Provide a third-party reporting channel to employees with concerns including, harassment and ethics or fraud concerns. Health and Safety Protocols Advise on the development and implementation of workplace health and safety protocols, including compliance with OSHA and other relevant safety regulations. Offer recommendations for managing workplace safety during unique circumstances (e.g., pandemic response). Consultation Assist in identifying skills-gaps and support the development of personnel training programs with a focus on promoting inclusion. Assist in evaluating current CRA practices and recommend improvements to align with CRA goals. Provide strategies for cultivating a culture of inclusivity and equity across all levels of the organization. Other HR Services as Determined by CRA Leadership Requirements Job Requirements and Experience 5 years' experience in providing similar Human Resources Consultant services with relevance and quality of work. Experience as an advisor in designing benefits and employee performance evaluations with alignment to salary step increases. Experience with legal compliance with labor laws, managing dispute resolution, developing and implementing health and safety protocols, and offering consultation on personnel training, particularly with an emphasis on inclusion. ADA Requirements Operate a PC and phone in an office environment. Work in a primarily sedentary position. Perform some bending, light lifting, and carrying of equipment may be required. Any additional office equipment that is required by the position. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected Veteran status. About Cambridge Redevelopment Authority The CRA is a quasi-public organization established in 1956 under Massachusetts General Law Chapter 121B. The City Manager of Cambridge appoints four members of its board with a fifth member appointed by the Governor's office. The CRA is engaged in the redevelopment and revitalization of properties throughout the City of Cambridge (the “City”). The CRA has worked on projects throughout Cambridge including the Riverview Project, the Rogers Block (Technology Square) Project, the Wellington-Harrington Neighborhood Renewal Project, the Walden Square Urban Renewal Project, the Alewife Feasibility Study, the Broad Canal Land Assembly Project, and most notably, the Kendall Square Urban Redevelopment Plan (KSURP). Since 1965, under the direction of the CRA, Kendall Square has been transformed from a blighted area of underutilized and obsolete industrial space into a dynamic center of technology, commerce, and academia. The success of Kendall Square has created significant job growth in the area, and that success has in turn contributed to an increased demand for housing in Cambridge. About Grey Street Consulting, LLC Grey Street is a small, state and federal contracting firm. Founded in 2015, Grey Street has already established itself as a leading small business provider of federal human resources (HR) services. Grey Street provides staff augmentation support to numerous federal agencies including but not limited to the U.S. Departments of Transportation (DOT), Health and Human Services (HHS), Energy (DOE), Labor (DOL), Department of Justice (DOJ), and Homeland Security (DHS) just to name a few. Our approach to the delivery of professional services is rooted in our deep subject matter expertise and supported by our ability to effectively manage our client's needs and expectations while delivering measurable results. Grey Street offers a robust benefit package which includes comprehensive medical, dental, and 401k with a guaranteed match!! To learn more about Grey Street click here: **********************************

Job Details Senior HERITAGE PLACE - Lawrence, MA Full Time 4 Year Degree Human ResourcesDescription Organization Overview: Waystone Health and Human Services is a non-profit organization committed to supporting people with developmental disabilities and their families. The Agency serves over 1,700 individuals and their families annually and has a budget of $43M. Please view our website at ******************** This Massachusetts-based organization seeks a Vice President to lead the established Human Resources Team. Role Overview: As a vital senior leadership team member at Waystone Health and Human Services, the Vice President of Human Resources directly reports to the CEO. The VP of Human Resources oversees all aspects of the HR function, ensuring alignment with our critical DEIB (Diversity, Equity, Inclusion, and Belonging) initiatives and core values of trust, growth, respect, integrity, and belonging. This role involves developing and executing human capital strategies and consistent HR processes that meet, support, and enhance our business objectives while fostering a culture of inclusivity and belonging. The VP of Human Resources will actively drive strategic human resource planning, ensuring the company attracts, retains, and nurtures the best talent, reflecting diverse backgrounds and perspectives. The VP of Human Resources will guide the HR team in fostering a positive work environment and culture that supports employee engagement, respect for diverse perspectives, and organizational success. They will be responsible for aligning HR initiatives with business goals, ensuring compliance with labor laws and regulations, and addressing the varied needs of our workforce. This role requires extensive experience in HR management, particularly in a union environment within the healthcare or human services industry. The VP of Human Resources will champion initiatives to promote growth, integrity, and a sense of belonging across the organization. Main Responsibilities: Strategic HR Planning Aligning HR strategy with the business's strategic goals. This includes workforce planning, organizational design, and succession planning to ensure the company has the right talent to meet future challenges. Recruitment & Retention: Oversee the Recruitment Manager and manage the development and execution of recruiting and retention strategies. Labor and Employee Relations: Oversee employee and labor relations, investigations, grievance processes, and setting labor relations strategies, including mediations, arbitrations, and CBA negotiations. Diversity, Equity, Inclusion, and Belonging (DEIB) Leading initiatives to promote diversity, equity, and inclusion within the workforce. This includes policy development, training, and monitoring DEI metrics to foster an inclusive work environment. Organizational Development: Supervise the HR Generalist and Benefits and LOA Program Manager with oversight of organizational development, including professional development, succession planning, onboarding, leaves of absence, employee engagement, compensation models, and benefits programs. Policy Development: Lead the creation and implementation of HR policies, procedures, programs, and practices that align with business objectives and comply with local labor laws and the Collective Bargaining Agreement. Strategic Guidance: Provide recommendations and support to senior managers and participate in strategic planning to implement organizational goals and objectives. Compliance & Research: Ensure compliance with laws, regulations, and policies. Research HR topics to stay current with emerging trends and best practices. Automation: Guide the Human Resources Generalist in implementing automation for all relevant HR functions to enhance employee support and engagement. Other Responsibilities: Manage the HR department staff of six. Direct involvement in senior-level recruitment, discipline, and terminations. Review, update, and communicate HR policies and procedures. Analyze HR metrics for the annual recruiting, retention, and turnover report. Oversee and support the professional development and succession planning of employees. Engage in regular senior and executive leadership team meetings. Represent Waystone HHS as needed. Perform additional duties as agreed upon with the CEO. Qualifications Qualifications: Bachelor's degree required, Master's preferred. Advanced HR certification: SPHR, PHR, SHRM-CP, or SHRM-SCP certification required. 10-15 years of progressive HR experience, with at least 5 years in a senior HR leadership role. Three years in a union environment. Healthcare or human services industry strongly preferred. Broad exposure to HR functions, including recruiting, employee retention, workforce planning, organizational development, compensation, benefits, training, HRIS, and administration. Experience with culture management and change management is a plus. Experience with certification surveys and audits is a plus. Excellent communication, organizational, and detail-oriented skills. Superior interpersonal and problem-solving skills. Strong presentation skills. Significant understanding of labor laws and regulations. Must be able to travel locally within the Merrimack Valley area. Strong technical skills, including fluency in Excel, PowerPoint, HRIS, and Applicant Tracking Systems. Experience with Paycom is a plus. Why Join Us: Impact: Directly influence an organization's health and strategic direction to enhance community well-being. Leadership Opportunity: Work closely with top executives and the Board of Directors, shaping policies affecting the organization and its stakeholders. Dynamic Environment: Embrace a role that requires strategic foresight and hands-on financial management in a setting where your contributions are visible and impactful. Generous Benefits - most start on the hire date with regular schedules of 25+ hours per week! Health insurance: Harvard Pilgrim network, 3 levels of coverage Dental insurance, Vision insurance, and tax-saving Flexible Spending Accounts 403(b) Retirement Plan 457b deferred compensation plan Start building Vacation time right away 12 Paid Holidays, 3 Personal Days, 9 Sick days/year Mileage Reimbursement Free access to our on-demand training library with the opportunity to earn CEU's

The Human Resources Director serves as a dedicated partner for the Leadership team and supports the delivery of strategic and tactical HR services and solutions that help the business deliver on the strategic growth plans, including talent management, organizational structure, performance management, processes, and culture. This key position reports to the CEO and participates in leadership decisions across the entire business to meet business objectives. The position is located near Leominster, MA Essential Functions: Experience partnering with leadership in building out the organization and operations as they continue to grow while at the same time assisting associates navigate growth. Experience aligning talent and organization approaches and resources to support business strategy and real-time developments (e.g., acquisitions; service launches; organizational changes). Experience assessing organizational capability to achieve business goals and designing and delivering targeted solutions to address gaps and upskill team performance and morale. Experience developing and driving change management initiatives; anticipate risks and opportunities to the business. Experience providing proactive HR support across all aspects of the employee lifecycle through appropriate coaching and development feedback of leaders and employees. Experience identifying and developing HR programs, processes, and systems such as succession planning, learning and development, compensations, employee relations, incentive programs, workforce planning, and more. Experience defining, establishing, and tracking success measures to understand the effectiveness of department-related key performance indicator initiatives and programs. Experience implementing competitive recruiting and hiring processes to attract and retain top talent. Experience utilizing past experience, current information, and input from key constituents to identify trends and diagnose organizational and training effectiveness. Requirements: Bachelor's Degree in Human Resources, Organizational Development or related. Minimum of 15 years of progressive human resources with business partner focus, 5+ years experience in management/leadership roles with a strategic and tactical execution approach, and ability to perform the essential functions. A record of success in driving human resources policies and practices to achieve positive organizational change that enhances profitability and revenue growth. Demonstrated HR acumen with strong analytical, decision making and problem-solving skills. M&A experience, integration. The compensation package includes a competitive base salary and incentive compensation. Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, or any other characteristic protected by law.

Application Deadline April 30, 2025 Department HR Employment Type Full Time Location Cambridge, MA Workplace type Hybrid In this role, you will be responsible for: Skills, Knowledge and Expertise Our offer About Merus Merus is developing best-in-class therapeutics to treat and potentially cure cancer patients. Our most advanced development programs use the Biclonics format. Biclonics are capable of simultaneously attacking tumors in multiple ways. For example by activating the immune system to kill tumor cells and directly inhibiting tumor cell growth and survival pathways. Working at Merus offers opportunity to grow and develop a career that offers both individual and company success. You have the chance to make an impact within the oncology field by being part of the development of bispecific antibody therapies (Biclonics ) to help fight cancer. Merus' Head Quarters are located in The Netherlands, with offices in the US and collaborators around the world. As of 2016 we are listed on NASDAQ and over a period of 10 years we have several candidate drugs in clinical trials. For more information, please visit ************

Are you ready to join a team committed to making a meaningful impact on cancer treatment through the discovery and development of precision medicines? At Kura Oncology, you have an opportunity to be a part of something bigger, with a lasting impact that you can be proud of. At Kura Oncology, we are working to change the paradigm and improve the science of cancer treatment. As an organization, we strive to cultivate a diverse and talented professional culture driven to develop precision medicine therapeutics. As we continue to build a leading biotech organization with a strong culture, a patient-focused mindset and a team focused on relentless execution, we are looking for innovative, passionate professionals to join us and make our vision a reality. To succeed at Kura, you will need to have a demonstrated ability for excellence in drug discovery and development and a roll-up your sleeves attitude. The ideal candidate will possess a values-driven work style where integrity and grit drive all behaviors, decisions, and actions. ESSENTIAL JOB FUNCTIONS: Come and join the 2023 HR Team of the year! The Human Resource Operations Director will lead and manage the strategic and operational aspects of HR Operations, including compensation, benefits, HRIS oversight, compliance and reporting, and HR budgeting. This is a critical role in supporting Kura's growth as we prepare for commercialization, taking our existing strong foundation to the next level. The director will focus on developing best-in-class practices, optimizing current process, and ensuring scalability to meet the demands of a rapidly evolving organization. This role is integral to our commitment to building a best-in-class employee experience, aligning our HR operations with organizational goals, and ensuring compliance across all HR functions. This position reports to the VP of HR and will work closely with the entire HR team. Compensation Management Optimize and oversee competitive compensation programs that attract and retain top talent. Conduct regular market analysis and benchmarking to ensure compensation programs are scalable for growth, equitable, competitive, and aligned with company goals. Manage salary reviews, incentive programs, and merit-based adjustments. Work closely with finance and legal to support equity compensation programs. Benefits Administration Manage benefits programs that align with the organization's mission and evolving employee needs and support employee well-being. Oversee open enrollment, benefits renewals, and vendor relationships to ensure cost-effective, comprehensive benefits offerings. Monitor benefits utilization and employee satisfaction, continuously improving offerings to meet evolving workforce needs. HRIS Oversight Ensure optimization of HRIS operations, focusing on system efficiency, minimizing manual processes and ensuring scalability, and readiness for growth. Lead system implementations, upgrades, and integrations to streamline HR processes and improve employee access to HR services. Partner with IT to troubleshoot and resolve system issues, as well as enhance data security and reporting capabilities. Compliance, Auditing, and Reporting Ensure compliance with all federal, state, and local regulations, including EEO, FMLA, ADA, and other HR-related legislation. Lead HR-related audits and reporting efforts in partnership with the Compliance department, identifying areas for improvement and implementing corrective actions as needed. Develop and maintain HR policies, ensuring they are current, legally compliant, and effectively communicated across the organization. Oversee the preparation and submission of required HR compliance reports, audits, and filings. HR Operations Lead the integration and implementation of AI-driven tools and technologies to streamline HR operations, enhance decision-making, and improve employee experiences across the talent lifecycle, including recruitment, onboarding, performance management, and workforce planning. Develop and lead process improvements to optimize HR operations and drive a seamless employee experience. Ensure high standards in HR service delivery, overseeing day-to-day HR functions including onboarding, offboarding, and employee lifecycle management. Collaborate with cross-functional teams to support HR projects, employee engagement initiatives, and process enhancements. Manage and develop the HR Manager, providing mentorship, performance feedback, and opportunities for growth. HR Metrics, Dashboards, and Insights Develop and maintain HR Dashboards and reporting tools to track key metrics, providing actionable insights that inform strategic decision-making. Leverage data analytics to identify trends, support workforce planning, and enhance HR Strategies. Support design and implementation of employee engagement surveys. HR Budget Management Prepare and manage the HR budget, ensuring effective allocation of resources to support strategic initiatives and operational efficiency. Monitor HR expenditures, track budget variances, and make recommendations for cost-saving opportunities. Provide regular budget updates to VP, HR and suggest adjustments to meet changing organizational needs. JOB SPECIFICATIONS: Bachelor's degree in Human Resources, Business Administration, or related field; advanced degree or HR certification (SPHR, SHRM-SCP) preferred. Minimum of 8 years of progressive HR experience with a focus on HR operations, compensation, benefits, and compliance. Proven experience in HRIS management, with expertise in UKG strongly preferred. Strong knowledge of HR laws and regulations, with demonstrated success in HR compliance, auditing, and reporting. Experience leveraging AI solutions for HR Optimization a plus Exceptional leadership, communication, and problem-solving skills. Experience working in biotech required, Commercial stage experience a plus. The base range for a Director is $194,063 - $215,000 per year. Individual pay may vary based on additional factors, including, and without limitation, job-related skills, experience, work location, and relevant education or training. Kura's compensation package also includes generous benefits, equity, and participation in an annual target bonus. Kura's Values that are used for candidate selection and performance assessments: We work as one for patients We are goal-focused and deliver with excellence We are science-driven courageous innovators We strive to bring out the best in each other and ourselves The Kura Package Career advancement/ development opportunities Competitive comp package Bonus 401K + Employer contributions Generous stock options ESPP Plan 20 days of PTO to start 18 Holidays (Including Summer & Winter Break) Generous Benefits Package with a variety of plans available with a substantial employer match Paid Paternity/Maternity Leave In-Office Catered lunches Home Office Setup Lifestyle Spending Stipend Commuter Stipend (Boston Office) Regular employee social activities, including happy hours, monthly birthday celebrations, Kura Koffee Talks, and much more! Kura Oncology is a clinical-stage biopharmaceutical company discovering and developing personalized therapeutics for the treatment of blood cancers and solid tumors. The company's diverse pipeline consists of small molecules that target cancer signaling pathways where there is a strong scientific and clinical rationale to improve outcomes by identifying those patients most likely to benefit from treatment. Kura Oncology's approach to drug development is focused on rapidly translating novel science into life-saving medicines. Our goal is to help patients with cancer lead better, longer lives. Kura Oncology has offices in San Diego, California, and Boston, Massachusetts. Kura's pipeline consists of three investigational drug candidates: ziftomenib, tipifarnib and KO-2806. Ziftomenib, a once-daily, oral drug candidate targeting the menin-KMT2A protein-protein interaction, has received Breakthrough Therapy Designation for the treatment of R/R NPM1-mutant acute myeloid leukemia (AML). Kura has completed enrollment in a Phase 2 registration-directed trial of ziftomenib in R/R NPM1-mutant AML (KOMET-001). The Company is also conducting a series of clinical trials to evaluate ziftomenib in combination with current standards of care in newly diagnosed and R/R NPM1-mutant and KMT2A-rearranged AML. Tipifarnib, a potent and selective farnesyl transferase inhibitor (FTI), is currently in a Phase 1/2 trial in combination with alpelisib for patients with PIK3CA-dependent head and neck squamous cell carcinoma (KURRENT-HN). Kura is also evaluating KO-2806, a next-generation FTI, in a Phase 1 dose-escalation trial as a monotherapy and in combination with targeted therapies (FIT-001). For additional information, please visit Kura's website at ******************** and follow us on X and LinkedIn. Kura Oncology is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.

Apply for a Job Apply for a Job for JAWS Users Create a Profile Create a Profile for JAWS Users System Requirements About the Office of the Massachusetts State Treasurer and Receiver General (“Treasury”) Our mission is to manage and safeguard the State's public deposits and investments through sound business practices for the exclusive benefits of our citizens, and perform these duties with integrity, excellence, and leadership. Additionally, we strive to provide economic opportunity, stability, and security for every Massachusetts resident. We are committed to excellence in recruiting, hiring, and retaining diverse and qualified individuals. We value the culture of diversity and professionalism in the workplace, and strongly believe that our workforce should reflect our community. https\://****************************** Purpose of the Job The Director of Human Resources Operations & Services plays a critical role in assisting the Chief of Human Resources with the strategic planning, management, and coordination of comprehensive HR services for the Office of the State Treasurer and Receiver General. This position is responsible for planning, implementation and management of the daily HR operations providing professional HR support, encompassing all areas of HR including\: talent acquisition and management, workforce development, compensation, performance management, employee relations, and programs. The Director will assist with leading the Treasury's People and Culture strategy and will provide direct management to HR staff while ensuring alignment with organizational goals. Essential Functions and Responsibilities HR Strategy & Operations Assist the Chief in overseeing and evaluating all HR programs and staff to ensure alignment with organizational objectives. Provide strategic input on workforce planning, organizational development, and talent retention initiatives. Lead, mentor, and manage HR staff, including Business Partners, Administrative Assistant, COOPs and Learning & Development Specialists. Recruitment, Retention & Talent Management Manage full-cycle recruitment, including developing competitive recruitment strategies, overseeing job postings, candidate screenings, and interview processes. Support the business needs of the Treasury by developing, engaging, motivating and retaining a talented and motivated workforce. Drive initiatives to improve organizational effectiveness, including leadership development and succession planning. Oversee the creation and implementation of continuous learning and development initiatives which support career growth and enhance employees skills. Provide oversight in creating and implementing comprehensive onboarding experience and offboarding processes to ensure smooth transitions for all employees. Employee Relations & Performance Act as a key liaison between employees and managers, addressing personnel-related issues with a focus on conflict resolution and legal compliance. Provide coaching and guidance on employee performance, handling disciplinary actions, and ensuring compliance with HR policies. Lead investigations into workplace incidents and employee complaints, documenting findings and following through with recommended actions. HR Policy & Compliance Assist with the development and enforcement of HR policies, manuals, and procedures, ensuring they comply with local, state, and federal laws. Provide ongoing guidance to employees and managers on HR policies, ensuring consistency and fairness across the organization. Stay informed of changes in HR regulations and laws, providing updates to staff and management as needed. HR Reporting & Analysis Oversee the preparation of HR-related reports, metrics, and statistics for management, ensuring data accuracy and timely delivery. Conduct analysis on HR data to assess trends and identify areas for improvement in recruitment, retention, and employee engagement. Participate in HR audits and maintain confidentiality of sensitive employee data in compliance with privacy laws.

Museum of Science, Boston *********** Innovation and creativity come from the unique perspectives of a diverse staff. We value your perspective. Who We Are As science and technology increasingly shape our lives, the Museum of Science strives to equip and inspire everyone to use science for the global good while keeping up with the pace of change. Among the world's largest science centers and New England's most attended cultural institution, we engage nearly five million people a year - at Science Park and in museums around the world, in classrooms, and online. The Museum's singular location connecting Boston and Cambridge puts us at the junction of some of the world's most influential academic institutions and industries, local and state government, schools, and the public. Trusted by each sector, we are ideally positioned to convene, inspire, and create meaningful experiences for all. Come join us on our mission to inspire a lifelong love of science in everyone and living our vision for a world where science belongs to each of us for the good of all of us. Why We Need You The Director, HR Operations, plays a critical leadership role in overseeing and optimizing the Museum's HR operations, including benefits administration, HR information systems (HRIS), leave of absence (LOA) management, ADA accommodations, Affirmative Action Reporting, workers' compensation, and the evaluation and grading of new roles. This role is responsible for driving efficiency, ensuring compliance, and enhancing the employee experience by implementing best-in-class HR operational processes. This position manages one team member, the Benefits Administrator. What You'll Accomplish Benefits Administration and Compliance: Develop and implement benefits strategies that align with the Museum's goals and ensure competitiveness. Oversee administration of employee benefits programs, including health insurance, retirement plans, wellness initiatives, workers' compensation, disability programs, unemployment insurance, and leave policies. Ensure compliance with federal, state, and local regulations, including FLSA, ACA, ERISA, and other applicable laws. Lead the annual benefits open enrollment process, ensuring timely and accurate execution. Partner with Finance to manage benefits-related audits, reconciliations, and financial reporting. Optimize HR Operations & HRIS: Manage the HRIS to ensure accurate data management, reporting, and system optimization. Implement and maintain HR technology solutions to streamline processes, automate workflows, and enhance employee experience. Manage Leave of Absence (LOA), ADA, and Workers' Compensation: Serve as the primary contact for LOA administration, ensuring compliance with FMLA, ADA, and state-specific leave policies. Lead the accommodation process, working closely with employees and managers to ensure compliance with the ADA. Oversee workers' compensation claims, ensuring timely processing and employee support. Role Grading and Job Evaluation: Establish and oversee processes for job evaluation and grading of new roles. Partner with department leaders to assess new positions, ensuring internal equity and market competitiveness. Develop and maintain a consistent approach to job leveling and compensation structure. Enhance Employee Experience and HR Service Delivery: Act as a strategic advisor to leadership, ensuring HR operational processes enhance the employee experience. Develop and implement policies and best practices to support a culture of compliance, efficiency, and employee engagement. Drive Continuous Improvement & Compliance: Identify opportunities to enhance HR processes and ensure alignment with industry best practices. Maintain up-to-date knowledge of changes in HR regulations and ensure Museum-wide compliance. Lead training and communication efforts to educate employees and managers on HR operational policies. What We're Looking For (Competencies) HR Operations Expertise: Deep knowledge of benefits administration, HRIS, compliance, and HR process optimization.

1910 Genetics is a Series A stage biotechnology company that is pioneering a novel Input-Transform-Output (ITO™) platform as the first ever horizontal AI infrastructure for drug discovery. In a crowded space with hundreds of AI drug discovery companies, 1910's ITO™ platform is differentiated by: Modality agnostic drug discovery: our platform is capable of designing both small molecule and large molecule therapeutics across all disease areas, with an initial focus on neuroscience, oncology, and autoimmune diseases. Proprietary massive multimodal data, which overcomes the data scarcity problem that prevents frontier AI models from being utilized for drug discovery. Multi-AI agent systems that include a robust collection of frontier AI/ML models, each of which works in a task-oriented manner to achieve the multi-parameter optimization problem of drug discovery and development. A state-of-the-art (SOTA) fully-automated, high throughput wet laboratory in the premier Boston Seaport District for both data generation for AI model training as well as validation of the safety and efficacy of drug candidates that are outputted by our frontier AI models. An unprecedented partnership with Microsoft, which positions 1910 as the only biotech/pharma company leveraging Azure Quantum Elements, a groundbreaking, AI-driven, high performance computing (HPC) cloud architecture for advanced AI. Bespoke conversational AI chatbots that provide a customer friendly UI/UX to access our platform for specific drug discovery tasks. Being the only biotech company helping pharma companies integrate 6 core areas of AI infrastructure. Role Description Work closely with the senior leadership team (SLT) to translate 1910's corporate strategy into a human resources strategy that most effectively actualizes the company's mission and vision Function as a strategic, human capital business advisor to the SLT Participate as a strategic partner in the development of 1910's plans and programs, particularly from the perspective of impact on people; advise on programs that will improve on attracting, motivating, developing, and retaining talented team members Prepare a Company handbook that reflects the policies, procedures, working conditions, and behavioral expectations that guide employees Identify and understand key business drivers and ensure effective HR initiatives and solutions are delivered to complement and enhance the performance of the business Create robust onboarding and orientation programs for new hires to ensure a smooth and positive integration experience for each new employee Monitor and report on market trends in pay, benefits, and rewards structures; develop and enhance progressive and proactive compensation & benefits programs to provide motivation, incentives, and support for top performers, contributors to a healthy & positive culture, and champions of 1910's mission, vision, and values Actively develop, implement, and support programs to promote sustainable diversity, equity, and inclusion within the employee population Develop, enhance, and maintain effective employee communication channels including measurement of employee engagement and feedback Serve as an effective resource to resolve personnel-related and professional relationship work issues; when needed provide case decisions and appropriate corrective actions Regularly challenge the status quo of the HR service and identify and implement continuous process improvements across all HR activities Utilize HR KPIs and dashboards to demonstrate current status against targets and support decision making Administer payroll, timekeeping, and government mandated benefits; draft announcement/memos in compliance with company policies and due process requirements; ensure that any risks associated with the HR function with respect to current and future legislation are communicated and managed appropriately and effectively Partner with Legal to develop and administer employee compliance related initiatives Qualifications Bachelor's degree in human resource management, organizational development, or other relevant discipline; advanced degree preferred Proven experience at a senior level of leading and inspiring a successful HR department in a people-focused organization within the life sciences/biotech industry Experience in developing and embedding people-focused strategies to deliver business objectives Significant experience of leading an organization's senior managers and teams through organizational change and growth driving a performance culture and developing high-performing leaders, employees, and teams Knowledge of human resources systems and processing software Ability to work with high volumes of confidential information in a professional manner Talent magnet who thrives in hiring, retaining, mentoring, coaching, and professionally developing top 1% talent Excited about working onsite 5 days a week and leading a team that is onsite 5 days a week Nice to Haves Previous experience working at a scaling biotech or life sciences startup would be a plus #LI-Onsite Diversity and Inclusion (1910's Promise) At 1910, we believe that a diverse, equitable, and inclusive workplace furthers relevance, resilience, and longevity. We encourage people from all backgrounds, ages, abilities, and experiences to apply. 1910 is proud to be an equal-opportunity workplace and is an affirmative action employer. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity, or Veteran status. If, due to a disability, you need an accommodation during any part of the interview process, please let your recruiter know. While 1910 supports visa sponsorship, sponsorship opportunities may be limited to certain roles and skills. Benefits and Perks Competitive compensation package Above market benefits Generous vacation and parental leave Super cool team building activities Great colleagues

Thundermist's Mission - To improve the health of our patients and communities by delivering exceptional health care, removing barriers to that care, and advancing healthy lifestyles. Please note, effective September 1,2021, all Thundermist employees are required to have an initial dose of vaccine to prevent Covid-19. Effective October 1, 2021, all employees of RI licensed health care facilities must be fully vaccinated against Covid-19. Employees may be deemed exempt from this requirement based on documentation from their health care provider. Please click here to apply. Our Culture: At Thundermist, we are more than just a healthcare organization-we are a mission-driven team dedicated to delivering exceptional care to everyone in our communities. Our culture is built on transparency, collaboration, and a commitment to fairness. We recognize that true leadership extends beyond technical expertise; it requires a deep understanding of our community's needs, a passion for developing others, and a drive to create sustainable change. We believe in fostering an environment where every voice is heard, decisions are made with thoughtful consideration of their impact, and leaders are empowered to coach and mentor their teams effectively. As a gritty, high-performing organization, we take pride in our specialized programs, our dedication to continuous improvement, and our role as a vital resource in Rhode Island. For those who are energized by meaningful work, the opportunity to shape organizational culture, and the chance to drive impactful change, Thundermist offers an unparalleled environment to thrive. Position Summary: We are seeking an experienced and dynamic Vice President of Human Resources to lead our HR department through a period of transition and growth. The ideal candidate will be responsible for rebuilding and restructuring the HR function, implementing new strategies, and fostering a positive workplace culture. This role requires a strong operational leader who can provide direction, support, and innovative solutions to address the challenges faced by our organization. Key Responsibilities: Strategic Leadership & Execution: * Develop and execute overall HR strategy aligned with organizational goals * Participate in Senior Leadership Team decision-making and strategic planning * Advise CEO and SLT on HR-related matters * Identify challenges, structure solutions, and execute initiatives effectively * Optimize HR processes and efficiency through strong organizational and systems-thinking skills Culture & Diversity Leadership: * Drive culture transformation and alignment across all sites * Build an inclusive culture that reflects the diversity of our patients, communities and workforce * Develop and promote internal talent * Address challenges faced by diverse leaders and foster equity and belonging Talent Strategy & Development: * Develop long-term workforce planning strategies * Oversee succession planning for key leadership positions * Implement strategies to attract and retain top talent * Oversee the development of employer brand strategy * Foster a coaching mindset and equip leaders with tools for effective management Policy & Compliance Oversight: * Ensure overall compliance with employment laws and regulations * Approve major policy changes and initiatives * Manage relationships with legal counsel on significant HR issues Performance & Compensation Strategy: * Oversee the design of executive compensation packages * Lead the development of organization-wide performance management and compensation strategies Innovation and Technology: * Drive HR technology strategy and major system implementations * Encourage innovation in HR practices and service delivery Stakeholder Management: * Build relationships with the Board of Directors and deliver periodic HR compliance and performance updates * Represent the organization in high-level external HR forums or industry groups Qualifications: * 10-15+ years of progressive HR experience, with at least 5 years in a senior leadership role * Experience in nonprofit healthcare organizations, preferably in a Federally Qualified Health Center (FQHC) setting * Strong knowledge of federal and state employment laws and regulations * Demonstrated success in leading HR teams through periods of significant change and restructuring * Excellent leadership, communication, and interpersonal skills * Strategic thinker with the ability to implement tactical plans * Experience with HRIS and other HR technologies * Passion for working in a mission-driven, fast-paced environment * Commitment to fostering a high-performance culture while ensuring employee support and value Note: This position requires regular in-office presence with flexibility to work remotely on occasion, as approved by the CEO. Relocation support may be available for top candidates who align with Thundermist's mission and culture. What We're Looking For: * A leader who views HR as a strategic partner, not a gatekeeper * Strong coaching mindset and passion for developing others * Ability to balance compliance with empowering managers to take ownership * Commitment to simplicity and clarity in HR operations * Willingness to support hybrid work arrangements while maintaining strong in-person leadership presence Compensation and Benefits: We offer a competitive salary commensurate with experience, along with a comprehensive benefits package including health insurance, retirement plans, paid time off, and professional development opportunities. Please click here to apply. Thundermist is dedicated to the goal of building and maintaining a diverse and inclusive workforce committed to caring for patients in a manner that is respectful of cultural difference. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law. Other details * Pay Type Salary Apply Now * Woonsocket, RI 02895, USA

Discovery is at the core of everything we do - whether it's a great value, incredible style, or building long-lasting partnerships with people around the world. That's what makes TJX different. You can find it all across our brands: TJ Maxx, Marshalls, HomeGoods, Sierra, and Homesense. Every one of our brands has one thing in common: environments that are always changing. That's just how we like it. Every day is an opportunity to discover something new about our business, our partnerships, and even about yourself. Come discover what different can mean for you. The Opportunity: Contribute To The Growth Of Your Career. Job Summary: The AVP, I&D is a role that has been an integral part of our team, supporting our organizational efforts to continue creating an inclusive work environment where all Associates feel welcome at our Company, valued for their contributions, and fully engaged with the business. To accomplish this goal the Inclusion and Diversity Center of Expertise (COE) has embarked on a journey to provide world class I&D solutions to support the business. The AVP I&D will help to realize this vision by consulting and partnering with leaders and HR to design unique solutions to support specific I&D opportunities. They are a member of the I&D senior team and provide leadership of Associates focused on driving I&D strategies across multiple divisions and teams. What You Will Do: * Scoping opportunities that a focus on inclusion and diversity may support * Proactively address opportunities by bringing key stakeholders together to assess root causes, evaluate practical solutions and determine opportunities for advancement of the work * Help ensure divisions/functions/teams have I&D strategies in place that are relevant and aligned with and support their stated business and talent objectives * Contracting with leaders and HR business partners to develop strategic partnerships * Serve as an I&D partner to HR and division/function/team leadership, and other key stakeholders * Build and maintain strong internal relationships with HR and business leaders to understand opportunities and influence the integration of I&D principles as applicable * Designing Solutions * Design and implement I&D solutions that help foster an inclusive and diverse workplace * Leading the I&D Business Engagement team * Set the strategy for business engagement for various divisions and teams * Coach, develop and support both direct and dotted line reports to execute the strategy Who We Are Looking For: * Minimum of 10 years of Organizational Development, HR Business Partner, or Inclusion & Diversity experience * Prior noted strength of organizational consulting * Drives business results with vision and strategy * Advance level strategic project and work planning, non-authority leadership, interpersonal communication skills, problem-solving, decision-making, employee development and team building skills * Demonstrated ability to lead change across functional areas * Ability to teach, coach and give feedback to HR and managers * Strong personal impact; high stress and ambiguity tolerance, analytical, consulting and coaching, respectful communication, behavior modeling, and conflict management skills * Ability to negotiate and influence within a collaborative network * Demonstrated ability to anticipate future trends/ consequences and create innovative strategies and flexible plans. * Effective communication (oral and written) skills * Presentation and facilitation skills * Builds strong and effective teams with eye on development and succession planning; prior experience leading a team of direct and indirect reports * Gives and receives feedback and insights clearly to all levels * Business experience preferred We care about our culture, but we also prioritize your needs! * Competitive Pay * Hybrid Work Environment * Weekly paychecks * Paid time away * Programs to support environment and corporate responsibility * TAAP - TJX Associate Assistance Programs * Associate Discount * Career Development Opportunity * Be a part of an inclusive team Benefit programs and eligibility terms vary across our global locations. We encourage you to apply to learn more about how our benefits can make a difference for you. This position has a starting salary range of $155,900 to $202,600 per year. Actual starting pay is determined by a number of factors, including relevant skills, qualifications, and experience. This position is eligible for an annual incentive as well as long-term incentives. Discover Different at TJX means opportunity, teamwork, and career growth. That's why working here is so much more than a job. When you're a part of our TJX family, you have the full support of a diverse, close-knit group of people who work together to deliver the best value and style in the business. Our inventory is always changing and our approach is continually evolving, which means every day is another chance to Discover Different. We consider all applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, gender identity and expression, marital or military status. We also provide reasonable accommodations to qualified individuals with disabilities in accordance with the Americans with Disabilities Act and applicable state and local law. Posting Notes: 770 Cochituate Rd Framingham MA 01701

**The Opportunity** We see our people - our talent - as the key to what sets Manulife/John Hancock apart, and we want to make this a destination company to work at for diverse talent globally. As our Head of US Diversity & Inclusion, (D&I), you will be responsible for taking Manulife/John Hancock's global D&I strategy and operationalizing it for the US Division. This role is highly collaborative, working in conjunction with key partners including members of the Global Talent Management team, various Centers of Expertise (CoE) from across HR (Recruitment, Leadership and Learning, Performance and Rewards), Corporate Responsibility, Branding and Communications, Legal and Compliance, Reporting and Analytics, US executive committee and business units as well as oversight of all external D&I partners and vendors. **Individual Responsibilities:** + Drive the development of John Hancock's D&I priorities, programs and reporting processes in support of driving John Hancock's business strategy forward + Drive the implementation of our D&I strategy across John Hancock business + Participate in important external Business and D & I activities and events consistent with John Hancock's US outreach and corporate responsibilities initiatives. + Identify the diversity needs in our US division, recommend own the development of key programs that help achieve measurable results and long-term behavior change by making use of both internal resources/educational tools, and external consultants/professional associations. + Integrate and optimize D&I standard methodologies in collaboration with the global D&I team, HR and the broader business. + Help to establish outcome performance measures, metrics and analytics to show how various diversity initiatives have impacted the organization. + In partnership with the Global Head of Diversity & Inclusion and other regional leads, you will contribute to the development of the global D&I strategy as it relates to Manulife/John Hancock's overall corporate strategy. + Provide governance oversight for John Hancock D&I programs and external partnerships + Collaborate with stakeholders to lead, assess, develop, implement, measure and continuously improve key initiatives/programs to achieve both global and US D&I objectives. + Use your D&I knowledge, resources, standard methodologies and experience to provide to John Hancock executives with D&I leadership capability. + Collaborate with internal and external regional partners to support the corporate citizenship agenda in relation to D&I initiatives and diverse communities. + Partner with US HR Partners and global CoEs to infuse D&I strategy into the talent processes (i.e. recruitment, onboarding, performance management, programming/training, talent retention strategies, etc.). + Ensure communication of external partnership resources, commitments and the US calendar of events. + Serve as an inspiring D&I leader internally and external for John Hancock. + Partner with our internal legal, risk and compliance groups to ensure the US is meeting and exceeding all employment legislation, including EEOC, and use metrics and relevant data analytics to drive new (or grow existing) programs. **Job Requirements:** + Undergraduate or graduate degree in management, human resources, or law is ideal for this role. + Proven leadership in diversity and inclusion, change management, and in executing groundbreaking initiatives. + 10 years of relevant work experience in Human Resources, diversity, leadership development/learning, organizational development, or work in a related field. + The ability to use data to build consensus, get strategic partners on board, and to show results. + Experience building a clear vision for the future of D&I, and in communicating it in a way that ensures clarity and encourages action. + Strong project leadership and project management skills, with strong executive presence + You're a strategic problem solver who can optimally articulate the business case for inclusion and diversity. + An ability to translate strategy into action by aligning enterprise and business unit priorities. + Experience leading people, including influencing up, down and across a complex organization. + You are creative and innovative, with the capability to lead change through your knack for influencing others + You lead with intelligence and analytics, which enables you to focus on key issues and make decisions quickly. + Extensive experience developing diversity strategies in the United States. + Solid understanding of US employment laws and obligations. + Ability to be agile and flexible to deliver in fast-paced, evolving environment. + You prefer data-driven decision-making, including robust tracking of progress against project plan. + Excellent communication and interpersonal skills with an ability to influence others, including the ability to communicate with confidence and empathy on issues of inclusion. **Acerca de Manulife y John Hancock** Manulife Financial Corporation es un importante proveedor internacional de servicios financieros que ayuda a las personas a tomar decisiones de una manera más fácil y a vivir mejor. Para obtener más información acerca de nosotros, visite *********************** . **Manulife es un empleador que ofrece igualdad de oportunidades** En Manulife/John Hancock, valoramos nuestra diversidad. Nos esforzamos por atraer, formar y retener una fuerza laboral tan diversa como los clientes a los que prestamos servicios, y para fomentar un entorno laboral inclusivo en el que se aprovechen las fortalezas de las culturas y las personas. Estamos comprometidos con la equidad en las contrataciones, la retención de talento, el ascenso y la remuneración, y administramos todas nuestras prácticas y programas sin discriminación por motivos de raza, ascendencia, lugar de origen, color, origen étnico, ciudadanía, religión o creencias religiosas, credo, sexo (incluyendo el embarazo y las afecciones relacionadas con este), orientación sexual, características genéticas, condición de veterano, identidad de género, expresión de género, edad, estado civil, estatus familiar, discapacidad, o cualquier otro aspecto protegido por la ley vigente. Nuestra prioridad es eliminar las barreras para garantizar la igualdad de acceso al empleo. Un representante de Recursos Humanos trabajará con los solicitantes que requieran una adaptación razonable durante el proceso de solicitud. Toda la información que se haya compartido durante el proceso de solicitud de adaptación se almacenará y utilizará de manera congruente con las leyes y las políticas de Manulife/John Hancock correspondientes. Para solicitar una adaptación razonable en el proceso de solicitud, envíenos un mensaje a ************************ . **Ubicación principal** Boston, Massachusetts **Semana de Trabajo Comprimida** Híbrido **Se prevé que el rango salarial esté entre** $120,750.00 USD - $217,350.00 USD Si se está postulando para este puesto fuera de la ubicación principal, póngase en contacto con ************************ para conocer el rango salarial de su ubicación. El salario real variará según las condiciones locales del mercado, la geografía y los factores relacionados con el trabajo pertinentes, como conocimiento, habilidades, calificaciones, experiencia y educación/capacitación. Los empleados también tienen la oportunidad de participar en programas de incentivos y obtener una compensación de incentivos vinculada al desempeño comercial e individual. Manulife/John Hancock ofrece a los empleados aptos una amplia variedad de beneficios personalizables, entre ellos, beneficios de salud, odontológicos, de salud mental, oftalmológicos, por discapacidad a corto y a largo plazo, cobertura de seguro de vida y por muerte accidental y desmembramiento, adopción/subrogación y bienestar, y planes de asistencia al empleado/familiar. También ofrecemos a los empleados admisibles varios planes de ahorro para la jubilación (incluidos planes de ahorro 401(k) o de pensiones y un plan mundial de propiedad de acciones con contribuciones equivalentes del empleador) y recursos de asesoramiento y educación financiera. Nuestro generoso programa de días libres pagos en EE. UU. contempla hasta 11 días festivos, 3 días personales, 150 horas de vacaciones y 40 horas de licencia por enfermedad (o más cuando lo exija la ley) por año, y ofrecemos todos los tipos de licencias contempladas por la ley. **Conozca sus derechos (********************************************* **Permiso Familiar y Médico** **Ley de Protección del Empleado contra el Examen Poligráfico (******************************************************************** **Derecho al Trabajo** **Verificación Electrónica (E-** **Verify** **)** **Transparencia Salarial (************************************************************************************************* Company: John Hancock Life Insurance Company (U.S.A.)

Museum of Science, Boston *********** Innovation and creativity come from the unique perspectives of a diverse staff. We value your perspective. Who We Are As science and technology increasingly shape our lives, the Museum of Science strives to equip and inspire everyone to use science for the global good while keeping up with the pace of change. Among the world's largest science centers and New England's most attended cultural institution, we engage nearly five million people a year - at Science Park and in museums around the world, in classrooms, and online. The Museum's singular location connecting Boston and Cambridge puts us at the junction of some of the world's most influential academic institutions and industries, local and state government, schools, and the public. Trusted by each sector, we are ideally positioned to convene, inspire, and create meaningful experiences for all. Come join us on our mission to inspire a lifelong love of science in everyone and living our vision for a world where science belongs to each of us for the good of all of us. Why We Need You The Director, HR Operations, plays a critical leadership role in overseeing and optimizing the Museum's HR operations, including benefits administration, HR information systems (HRIS), leave of absence (LOA) management, ADA accommodations, Affirmative Action Reporting, workers' compensation, and the evaluation and grading of new roles. This role is responsible for driving efficiency, ensuring compliance, and enhancing the employee experience by implementing best-in-class HR operational processes. This position manages one team member, the Benefits Administrator. What You'll Accomplish Benefits Administration and Compliance: Develop and implement benefits strategies that align with the Museum's goals and ensure competitiveness. Oversee administration of employee benefits programs, including health insurance, retirement plans, wellness initiatives, workers' compensation, disability programs, unemployment insurance, and leave policies. Ensure compliance with federal, state, and local regulations, including FLSA, ACA, ERISA, and other applicable laws. Lead the annual benefits open enrollment process, ensuring timely and accurate execution. Partner with Finance to manage benefits-related audits, reconciliations, and financial reporting. Optimize HR Operations & HRIS: Manage the HRIS to ensure accurate data management, reporting, and system optimization. Implement and maintain HR technology solutions to streamline processes, automate workflows, and enhance employee experience. Manage Leave of Absence (LOA), ADA, and Workers' Compensation: Serve as the primary contact for LOA administration, ensuring compliance with FMLA, ADA, and state-specific leave policies. Lead the accommodation process, working closely with employees and managers to ensure compliance with the ADA. Oversee workers' compensation claims, ensuring timely processing and employee support. Role Grading and Job Evaluation: Establish and oversee processes for job evaluation and grading of new roles. Partner with department leaders to assess new positions, ensuring internal equity and market competitiveness. Develop and maintain a consistent approach to job leveling and compensation structure. Enhance Employee Experience and HR Service Delivery: Act as a strategic advisor to leadership, ensuring HR operational processes enhance the employee experience. Develop and implement policies and best practices to support a culture of compliance, efficiency, and employee engagement. Drive Continuous Improvement & Compliance: Identify opportunities to enhance HR processes and ensure alignment with industry best practices. Maintain up-to-date knowledge of changes in HR regulations and ensure Museum-wide compliance. Lead training and communication efforts to educate employees and managers on HR operational policies. What We're Looking For (Competencies) HR Operations Expertise: Deep knowledge of benefits administration, HRIS, compliance, and HR process optimization. Strategic Problem Solver: Ability to identify challenges, develop solutions, and drive continuous improvement in HR processes. Regulatory and Compliance Knowledge: Strong understanding of federal, state, and local employment laws, including FMLA, ADA, ACA, ERISA, and workers' compensation. Technology and Systems Proficiency: Experience managing HRIS systems, leveraging data analytics, and implementing automation solutions. Project and Change Management: Ability to lead cross-functional initiatives, manage projects, and implement process improvements. Data-Driven Decision Making: Skilled in analyzing HR metrics to inform policies, strategies, and process enhancements. Collaboration and Communication: Strong ability to partner with leadership and employees to align HR operations with business needs. Commitment to DEI: Passion for fostering an inclusive and e

The Executive Office of Health and Human Services (EOHHS) is seeking a mission-driven and experienced, strategic, and inspiring professional to fill the role of the Diversity, Equity, and Inclusion ("DEI) Manager on behalf of several EOHHS agencies. The selected candidate will play a critical role in shaping and sustaining efforts that advance a diverse, equitable, inclusive, and accessible (DEI) culture across our EOHHS agencies. Reporting directly to the Secretariat Deputy Director of Diversity, Equity, Inclusion and Access with second-level reporting responsibility to the agency Commissioner, the DEI Manager is responsible for providing effective leadership in the planning, development, execution, management, and evaluation of agencies' diversity, equity, inclusion and access strategies while providing guidance to senior leadership, and managers across each agency. The DEI Manager plays an important role in ensuring alignment with EOHHS's mission to employ, develop and retain a high-performing, diverse workforce that leverages an inclusive and equitable work environment to deliver superior health and human services to Massachusetts residents. The manager must be an experienced and effective advocate for transformational change, a creative thinker, an effective collaborator, and a project manager. They must have a demonstrated ability to lead the development and implementation of effective DEIA strategies, along with the skills to facilitate authentically inclusive dialogue with culturally, socially, and ethnically diverse groups. Duties and Responsibilities (these duties are a general summary and not all-inclusive): * Serve as DEI Manager responsible for providing overall direction in the development of the agency's( ies') multi-year affirmative action and diversity plans. Manage implementation of plans and strategies to ensure successful completion of short- and long-range objectives. Work with stakeholders across the agency(ies) to help ensure integration of diversity, equity, inclusion, and access principles in employment practices. * Identify and eliminate barriers in the workplace for underrepresented groups in hiring practices, promotions, professional development, and training. * Manage initiatives designed to identify and eliminate barriers in the workplace that adversely impact underrepresented groups in the areas of hiring, promotions, professional development, and termination. Collaborate with internal stakeholders to ensure diversity and equity, inclusion and access in all facets, terms, and conditions of state employment, and in compliance with state and federal EEO laws. * Manage the implementation of DEIA initiatives established by the Office of Diversity and Equal Opportunity (ODEO) and Secretariat Office of Diversity, Equity, Inclusion and Access; assist in the establishment of DEIA goals, and partner with HR Business Partner and Labor to develop corrective action plans to improve representation across one or more agencies. * Play a supportive leadership role in the agency's DEIA Committee and/or support Employee Resource Groups and help them define and execute their work plan * Influence, educate and manage key stakeholders including the Senior and Executive Leadership across the organization. * Assist in the review of all personnel actions to ensure that applicants and employees are treated equitably and that selection criteria used are consistent with the agency's Affirmative Action Plan. * Partner closely with the HR Business Partner(s) to manage civil rights complaints and collaborate with the Center of Expertise (COE) to handle internal investigations. * Provide oversight of reasonable accommodation requests, either conducting activities related to ADA issues or providing oversight of the ADA coordinator * Assist with diversity analytics, including benchmarking, tracking metrics, analyzing, and generating diversity reporting for various audiences to highlight trends and demonstrate impact of DEI&A programs and initiatives to include, but not limited to DEI&A scorecard/dashboards, production of periodic status reports as required. Develop, and maintain quarterly DEI&A reports, annual statistical reports and narratives required by state and federal agencies and maintain appropriate paper and electronic files. * Provide subject matter expertise through the associate lifecycle including hiring, performance management, training, education, and retention. Engage with external partners and work cross-functionally across the organization to embed DEI&A improvements to support the implementation of this multi-faceted agenda including, but not limited to: * Partnering with Talent Acquisition to develop new strategies to recruit underrepresented Talent * Working with the HR Business Partners to review current practices and provide guidance to identify opportunities for retention, development, and advancement of underrepresented Talent * Developing DEI&A learning programs * Regularly tracking and reporting on identified key metrics to stakeholders, business partners, and leadership to help assess the progress and effectiveness of diversity initiatives and to identify gaps. * Overseeing DEI&A content and communications on the intranet and other communication platforms * Maintaining and monitoring affirmative action and candidate referrals, focused recruitment, hiring process, professional development, performance management, promotions, disciplinary actions, terminations, and reductions in workforce Preferred Qualifications: * Modern management, administrative skills and experience including the ability to work independently with minimal guidance * Experience leading collaborative DEI&A efforts with racially, ethnically, and economically diverse team members. * Familiarity with the socio-cultural issues facing communities throughout the Commonwealth. * Demonstrated ability to analyze situations with a racial equity lens utilizing effective organizing strategies, and building authentic inclusion, consensus, and relationships at all levels of management. * Experience with collective bargaining policies and procedures, labor relations, civil service laws, and HR principles and practices including recruitment, retention, and employment law. * Prior experience investigating, resolving, and documenting discrimination and harassment complaints. * Experience engaging in and facilitating conversations with individuals and groups around the power dynamics and mechanisms of structural racism, equity, and authentic inclusion and lead to increased capacity and DEI&A system changes. * Working knowledge of all federal, state, and local equal opportunity and employment laws affecting employees, employment practices, and provision of federally funded benefits and services. * Demonstrated ability to provide accommodations pursuant to ADA, ADAAA and Section 504 of the Rehabilitation Act of 1973, and develop and implement policies, procedures and initiatives to achieve agency goals pursuant to EEO/AA and diversity strategies. * Project management experience managing high-profile projects, with a proven ability to lead multiple projects effectively in a fast-paced, environment while navigating competing priorities. * Minimum of 5 years of experience in leadership roles with demonstrated success in developing, leading, and managing diversity and equity initiatives and programs designed to address institutional and structural racism in a government, municipal, or non-profit environment including the design and implementation of new programs, initiatives or strategies, data analysis, secondary research and communicating and presenting program and policy information. * Strong business acumen with an ability to create strategies weaving diversity and inclusion processes and practices into existing organizational initiatives and culture. * Knowledge and experience in issues related to social justice, anti-racism, anti-discrimination, and accessibility. About the Executive Office of Health and Human Services: The Executive Office of Health and Human Services (EOHHS) oversees expenditures of over $22 billion annually. As the largest secretariat, has approximately 22,000 employees and services almost 2 million people, one in four residents of the Commonwealth. The mission of EOHHS is to provide effective leadership and management in the development and provision of health and human services that promote health and safety, independence, and quality of life for individuals and families, and communities throughout the Commonwealth of Massachusetts. To know more about EOHHS please visit: *********************************************************************** Pre-Hire Process: A tax & background check will be completed on the recommended candidate as required by the regulations set forth by the Human Resources Division before the candidate is hired. Education, licensure, and certifications will be verified by the Human Resources Division's Hiring Guidelines. Education and license/certification information provided by the selected candidate(s) is subject to the Massachusetts Public Records Law and may be published on the Commonwealth's website. If you require assistance with the application/interview process and would like to request an ADA accommodation, please click on the link and complete the Reasonable Accommodation Online Request Form. For questions regarding this requisition, please contact the Executive Office of Health and Human Services Human Resources at *************** Ext. #4 MINIMUM ENTRANCE REQUIREMENTS: Applicants must have at least (A) five (5) years of full-time or, equivalent part-time, professional, administrative, supervisory, or managerial experience in business administration, business management, public administration, public management, clinical administration or clinical management of which (B) at least one (1) year must have been in a project management, supervisory or managerial capacity or (C) any equivalent combination of the required experience and substitutions below. Substitutions: I. A certificate in a relevant or related field may be substituted for one (1) year of the required (A) experience. II. A Bachelor's degree in a related field may be substituted for two (2) years of the required (A) experience. III. A Graduate degree in a related field may be substituted for three (3) years of the required (A) experience. IV. A Doctorate degree in a related field may be substituted for four (4) years of the required (A) experience. Salary placement is determined by a combination of factors, including the candidate's years of directly related experience and education, and alignment with our internal compensation structure as set forth by the Human Resources Division's Hiring Guidelines. For all bargaining unit positions (non-management), compensation is subject to the salary provisions outlined in the applicable collective bargaining agreement and will apply to placement within the appropriate salary range. Comprehensive Benefits When you embark on a career with the Commonwealth, you are offered an outstanding suite of employee benefits that add to the overall value of your compensation package. We take pride in providing a work experience that supports you, your loved ones, and your future. Want the specifics? Explore our Employee Benefits and Rewards! An Equal Opportunity / Affirmative Action Employer. Females, minorities, veterans, and persons with disabilities are strongly encouraged to apply. The Commonwealth is an Equal Opportunity Employer and does not discriminate on the basis of race, religion, color, sex, gender identity or expression, sexual orientation, age, disability, national origin, veteran status, or any other basis covered by appropriate law. Research suggests that qualified women, Black, Indigenous, and Persons of Color (BIPOC) may self-select out of opportunities if they don't meet 100% of the job requirements. We encourage individuals who believe they have the skills necessary to thrive to apply for this role.

Diversity, Equity, and Inclusion Manager - (240009GM) Description The Executive Office of Health and Human Services (EOHHS) is seeking a mission-driven and experienced, strategic, and inspiring professional to fill the role of the Diversity, Equity, and Inclusion (“DEI) Manager on behalf of several EOHHS agencies. The selected candidate will play a critical role in shaping and sustaining efforts that advance a diverse, equitable, inclusive, and accessible (DEI) culture across our EOHHS agencies. Reporting directly to the Secretariat Deputy Director of Diversity, Equity, Inclusion and Access with second-level reporting responsibility to the agency Commissioner, the DEI Manager is responsible for providing effective leadership in the planning, development, execution, management, and evaluation of agencies' diversity, equity, inclusion and access strategies while providing guidance to senior leadership, and managers across each agency. The DEI Manager plays an important role in ensuring alignment with EOHHS's mission to employ, develop and retain a high-performing, diverse workforce that leverages an inclusive and equitable work environment to deliver superior health and human services to Massachusetts residents. The manager must be an experienced and effective advocate for transformational change, a creative thinker, an effective collaborator, and a project manager. They must have a demonstrated ability to lead the development and implementation of effective DEIA strategies, along with the skills to facilitate authentically inclusive dialogue with culturally, socially, and ethnically diverse groups. Duties and Responsibilities (these duties are a general summary and not all-inclusive): Serve as DEI Manager responsible for providing overall direction in the development of the agency's( ies‘) multi-year affirmative action and diversity plans. Manage implementation of plans and strategies to ensure successful completion of short- and long-range objectives. Work with stakeholders across the agency(ies) to help ensure integration of diversity, equity, inclusion, and access principles in employment practices. Identify and eliminate barriers in the workplace for underrepresented groups in hiring practices, promotions, professional development, and training. Manage initiatives designed to identify and eliminate barriers in the workplace that adversely impact underrepresented groups in the areas of hiring, promotions, professional development, and termination. Collaborate with internal stakeholders to ensure diversity and equity, inclusion and access in all facets, terms, and conditions of state employment, and in compliance with state and federal EEO laws. Manage the implementation of DEIA initiatives established by the Office of Diversity and Equal Opportunity (ODEO) and Secretariat Office of Diversity, Equity, Inclusion and Access; assist in the establishment of DEIA goals, and partner with HR Business Partner and Labor to develop corrective action plans to improve representation across one or more agencies. Play a supportive leadership role in the agency's DEIA Committee and/or support Employee Resource Groups and help them define and execute their work plan Influence, educate and manage key stakeholders including the Senior and Executive Leadership across the organization. Assist in the review of all personnel actions to ensure that applicants and employees are treated equitably and that selection criteria used are consistent with the agency's Affirmative Action Plan. Partner closely with the HR Business Partner(s) to manage civil rights complaints and collaborate with the Center of Expertise (COE) to handle internal investigations. Provide oversight of reasonable accommodation requests, either conducting activities related to ADA issues or providing oversight of the ADA coordinator Assist with diversity analytics, including benchmarking, tracking metrics, analyzing, and generating diversity reporting for various audiences to highlight trends and demonstrate impact of DEI&A programs and initiatives to include, but not limited to DEI&A scorecard/dashboards, production of periodic status reports as required. Develop, and maintain quarterly DEI&A reports, annual statistical reports and narratives required by state and federal agencies and maintain appropriate paper and electronic files. Provide subject matter expertise through the associate lifecycle including hiring, performance management, training, education, and retention. Engage with external partners and work cross-functionally across the organization to embed DEI&A improvements to support the implementation of this multi-faceted agenda including, but not limited to: Partnering with Talent Acquisition to develop new strategies to recruit underrepresented Talent Working with the HR Business Partners to review current practices and provide guidance to identify opportunities for retention, development, and advancement of underrepresented Talent Developing DEI&A learning programs Regularly tracking and reporting on identified key metrics to stakeholders, business partners, and leadership to help assess the progress and effectiveness of diversity initiatives and to identify gaps. Overseeing DEI&A content and communications on the intranet and other communication platforms Maintaining and monitoring affirmative action and candidate referrals, focused recruitment, hiring process, professional development, performance management, promotions, disciplinary actions, terminations, and reductions in workforce Preferred Qualifications:- Modern management, administrative skills and experience including the ability to work independently with minimal guidance- Experience leading collaborative DEI&A efforts with racially, ethnically, and economically diverse team members.- Familiarity with the socio-cultural issues facing communities throughout the Commonwealth.- Demonstrated ability to analyze situations with a racial equity lens utilizing effective organizing strategies, and building authentic inclusion, consensus, and relationships at all levels of management.- Experience with collective bargaining policies and procedures, labor relations, civil service laws, and HR principles and practices including recruitment, retention, and employment law.- Prior experience investigating, resolving, and documenting discrimination and harassment complaints.- Experience engaging in and facilitating conversations with individuals and groups around the power dynamics and mechanisms of structural racism, equity, and authentic inclusion and lead to increased capacity and DEI&A system changes.- Working knowledge of all federal, state, and local equal opportunity and employment laws affecting employees, employment practices, and provision of federally funded benefits and services.- Demonstrated ability to provide accommodations pursuant to ADA, ADAAA and Section 504 of the Rehabilitation Act of 1973, and develop and implement policies, procedures and initiatives to achieve agency goals pursuant to EEO/AA and diversity strategies.- Project management experience managing high-profile projects, with a proven ability to lead multiple projects effectively in a fast-paced, environment while navigating competing priorities.- Minimum of 5 years of experience in leadership roles with demonstrated success in developing, leading, and managing diversity and equity initiatives and programs designed to address institutional and structural racism in a government, municipal, or non-profit environment including the design and implementation of new programs, initiatives or strategies, data analysis, secondary research and communicating and presenting program and policy information.- Strong business acumen with an ability to create strategies weaving diversity and inclusion processes and practices into existing organizational initiatives and culture.- Knowledge and experience in issues related to social justice, anti-racism, anti-discrimination, and accessibility. About the Executive Office of Health and Human Services: The Executive Office of Health and Human Services (EOHHS) oversees expenditures of over $22 billion annually. As the largest secretariat, has approximately 22,000 employees and services almost 2 million people, one in four residents of the Commonwealth. The mission of EOHHS is to provide effective leadership and management in the development and provision of health and human services that promote health and safety, independence, and quality of life for individuals and families, and communities throughout the Commonwealth of Massachusetts. To know more about EOHHS please visit: *********************************************************************** Pre-Hire Process:A tax & background check will be completed on the recommended candidate as required by the regulations set forth by the Human Resources Division before the candidate is hired. Education, licensure, and certifications will be verified by the Human Resources Division's Hiring Guidelines. Education and license/certification information provided by the selected candidate(s) is subject to the Massachusetts Public Records Law and may be published on the Commonwealth's website. If you require assistance with the application/interview process and would like to request an ADA accommodation, please click on the link and complete the Reasonable Accommodation Online Request Form. For questions regarding this requisition, please contact the Executive Office of Health and Human Services Human Resources at *************** Ext. #4 Qualifications MINIMUM ENTRANCE REQUIREMENTS: Applicants must have at least (A) five (5) years of full-time or, equivalent part-time, professional, administrative, supervisory, or managerial experience in business administration, business management, public administration, public management, clinical administration or clinical management of which (B) at least one (1) year must have been in a project management, supervisory or managerial capacity or (C) any equivalent combination of the required experience and substitutions below. Substitutions: I. A certificate in a relevant or related field may be substituted for one (1) year of the required (A) experience. II. A Bachelor's degree in a related field may be substituted for two (2) years of the required (A) experience. III. A Graduate degree in a related field may be substituted for three (3) years of the required (A) experience. IV. A Doctorate degree in a related field may be substituted for four (4) years of the required (A) experience. **Salary placement is determined by a combination of factors, including the candidate's years of directly related experience and education, and alignment with our internal compensation structure as set forth by the Human Resources Division's Hiring Guidelines. For all bargaining unit positions (non-management), compensation is subject to the salary provisions outlined in the applicable collective bargaining agreement and will apply to placement within the appropriate salary range. Comprehensive Benefits When you embark on a career with the Commonwealth, you are offered an outstanding suite of employee benefits that add to the overall value of your compensation package. We take pride in providing a work experience that supports you, your loved ones, and your future. Want the specifics? Explore our Employee Benefits and Rewards! An Equal Opportunity / Affirmative Action Employer. Females, minorities, veterans, and persons with disabilities are strongly encouraged to apply. The Commonwealth is an Equal Opportunity Employer and does not discriminate on the basis of race, religion, color, sex, gender identity or expression, sexual orientation, age, disability, national origin, veteran status, or any other basis covered by appropriate law. Research suggests that qualified women, Black, Indigenous, and Persons of Color (BIPOC) may self-select out of opportunities if they don't meet 100% of the job requirements. We encourage individuals who believe they have the skills necessary to thrive to apply for this role. Official Title: Administrator VIPrimary Location: United States-Massachusetts-Boston-1 Ashburton PlaceJob: Human ResourcesAgency: Exec Office Of Health and Human ServicesSchedule: Full-time Shift: DayJob Posting: Feb 24, 2025, 5:57:50 PMNumber of Openings: 1Salary: 90,828.27 - 139,814.63 YearlyIf you have Diversity, Affirmative Action or Equal Employment Opportunity questions or need a Reasonable Accommodation, please contact Diversity Officer / ADA Coordinator: Kendy Derival / *********************** - **********Bargaining Unit: M99-Managers (EXE) Confidential: NoPotentially Eligible for a Hybrid Work Schedule: YesGuidesApply for a Job Apply for a Job for JAWS Users Create a Profile Create a Profile for JAWS Users System Requirements

The Executive Office of Health and Human Services (EOHHS) is seeking a mission-driven and experienced, strategic, and inspiring professional to fill the role of the Diversity, Equity, and Inclusion (“DEI) Manager on behalf of several EOHHS agencies. The selected candidate will play a critical role in shaping and sustaining efforts that advance a diverse, equitable, inclusive, and accessible (DEI) culture across our EOHHS agencies. Reporting directly to the Secretariat Deputy Director of Diversity, Equity, Inclusion and Access with second-level reporting responsibility to the agency Commissioner, the DEI Manager is responsible for providing effective leadership in the planning, development, execution, management, and evaluation of agencies' diversity, equity, inclusion and access strategies while providing guidance to senior leadership, and managers across each agency. The DEI Manager plays an important role in ensuring alignment with EOHHS's mission to employ, develop and retain a high-performing, diverse workforce that leverages an inclusive and equitable work environment to deliver superior health and human services to Massachusetts residents. The manager must be an experienced and effective advocate for transformational change, a creative thinker, an effective collaborator, and a project manager. They must have a demonstrated ability to lead the development and implementation of effective DEIA strategies, along with the skills to facilitate authentically inclusive dialogue with culturally, socially, and ethnically diverse groups. Duties and Responsibilities (these duties are a general summary and not all-inclusive): Serve as DEI Manager responsible for providing overall direction in the development of the agency's( ies‘) multi-year affirmative action and diversity plans. Manage implementation of plans and strategies to ensure successful completion of short- and long-range objectives. Work with stakeholders across the agency(ies) to help ensure integration of diversity, equity, inclusion, and access principles in employment practices. Identify and eliminate barriers in the workplace for underrepresented groups in hiring practices, promotions, professional development, and training. Manage initiatives designed to identify and eliminate barriers in the workplace that adversely impact underrepresented groups in the areas of hiring, promotions, professional development, and termination. Collaborate with internal stakeholders to ensure diversity and equity, inclusion and access in all facets, terms, and conditions of state employment, and in compliance with state and federal EEO laws. Manage the implementation of DEIA initiatives established by the Office of Diversity and Equal Opportunity (ODEO) and Secretariat Office of Diversity, Equity, Inclusion and Access; assist in the establishment of DEIA goals, and partner with HR Business Partner and Labor to develop corrective action plans to improve representation across one or more agencies. Play a supportive leadership role in the agency's DEIA Committee and/or support Employee Resource Groups and help them define and execute their work plan Influence, educate and manage key stakeholders including the Senior and Executive Leadership across the organization. Assist in the review of all personnel actions to ensure that applicants and employees are treated equitably and that selection criteria used are consistent with the agency's Affirmative Action Plan. Partner closely with the HR Business Partner(s) to manage civil rights complaints and collaborate with the Center of Expertise (COE) to handle internal investigations. Provide oversight of reasonable accommodation requests, either conducting activities related to ADA issues or providing oversight of the ADA coordinator Assist with diversity analytics, including benchmarking, tracking metrics, analyzing, and generating diversity reporting for various audiences to highlight trends and demonstrate impact of DEI&A programs and initiatives to include, but not limited to DEI&A scorecard/dashboards, production of periodic status reports as required. Develop, and maintain quarterly DEI&A reports, annual statistical reports and narratives required by state and federal agencies and maintain appropriate paper and electronic files. Provide subject matter expertise through the associate lifecycle including hiring, performance management, training, education, and retention. Engage with external partners and work cross-functionally across the organization to embed DEI&A improvements to support the implementation of this multi-faceted agenda including, but not limited to: Partnering with Talent Acquisition to develop new strategies to recruit underrepresented Talent Working with the HR Business Partners to review current practices and provide guidance to identify opportunities for retention, development, and advancement of underrepresented Talent Developing DEI&A learning programs Regularly tracking and reporting on identified key metrics to stakeholders, business partners, and leadership to help assess the progress and effectiveness of diversity initiatives and to identify gaps. Overseeing DEI&A content and communications on the intranet and other communication platforms Maintaining and monitoring affirmative action and candidate referrals, focused recruitment, hiring process, professional development, performance management, promotions, disciplinary actions, terminations, and reductions in workforce Preferred Qualifications: - Modern management, administrative skills and experience including the ability to work independently with minimal guidance - Experience leading collaborative DEI&A efforts with racially, ethnically, and economically diverse team members. - Familiarity with the socio-cultural issues facing communities throughout the Commonwealth. - Demonstrated ability to analyze situations with a racial equity lens utilizing effective organizing strategies, and building authentic inclusion, consensus, and relationships at all levels of management. - Experience with collective bargaining policies and procedures, labor relations, civil service laws, and HR principles and practices including recruitment, retention, and employment law. - Prior experience investigating, resolving, and documenting discrimination and harassment complaints. - Experience engaging in and facilitating conversations with individuals and groups around the power dynamics and mechanisms of structural racism, equity, and authentic inclusion and lead to increased capacity and DEI&A system changes. - Working knowledge of all federal, state, and local equal opportunity and employment laws affecting employees, employment practices, and provision of federally funded benefits and services. - Demonstrated ability to provide accommodations pursuant to ADA, ADAAA and Section 504 of the Rehabilitation Act of 1973, and develop and implement policies, procedures and initiatives to achieve agency goals pursuant to EEO/AA and diversity strategies. - Project management experience managing high-profile projects, with a proven ability to lead multiple projects effectively in a fast-paced, environment while navigating competing priorities. - Minimum of 5 years of experience in leadership roles with demonstrated success in developing, leading, and managing diversity and equity initiatives and programs designed to address institutional and structural racism in a government, municipal, or non-profit environment including the design and implementation of new programs, initiatives or strategies, data analysis, secondary research and communicating and presenting program and policy information. - Strong business acumen with an ability to create strategies weaving diversity and inclusion processes and practices into existing organizational initiatives and culture. - Knowledge and experience in issues related to social justice, anti-racism, anti-discrimination, and accessibility. About the Executive Office of Health and Human Services: The Executive Office of Health and Human Services (EOHHS) oversees expenditures of over $22 billion annually. As the largest secretariat, has approximately 22,000 employees and services almost 2 million people, one in four residents of the Commonwealth. The mission of EOHHS is to provide effective leadership and management in the development and provision of health and human services that promote health and safety, independence, and quality of life for individuals and families, and communities throughout the Commonwealth of Massachusetts. To know more about EOHHS please visit\: https\://*************************************************************** Pre-Hire Process: A tax & background check will be completed on the recommended candidate as required by the regulations set forth by the Human Resources Division before the candidate is hired. Education, licensure, and certifications will be verified by the Human Resources Division's Hiring Guidelines. Education and license/certification information provided by the selected candidate(s) is subject to the Massachusetts Public Records Law and may be published on the Commonwealth's website. If you require assistance with the application/interview process and would like to request an ADA accommodation, please click on the link and complete the Reasonable Accommodation Online Request Form. For questions regarding this requisition, please contact the Executive Office of Health and Human Services Human Resources at *************** Ext. #4 MINIMUM ENTRANCE REQUIREMENTS: Applicants must have at least (A) five (5) years of full-time or, equivalent part-time, professional, administrative, supervisory, or managerial experience in business administration, business management, public administration, public management, clinical administration or clinical management of which (B) at least one (1) year must have been in a project management, supervisory or managerial capacity or (C) any equivalent combination of the required experience and substitutions below. Substitutions: I. A certificate in a relevant or related field may be substituted for one (1) year of the required (A) experience. II. A Bachelor's degree in a related field may be substituted for two (2) years of the required (A) experience. III. A Graduate degree in a related field may be substituted for three (3) years of the required (A) experience. IV. A Doctorate degree in a related field may be substituted for four (4) years of the required (A) experience. **Salary placement is determined by a combination of factors, including the candidate's years of directly related experience and education, and alignment with our internal compensation structure as set forth by the Human Resources Division's Hiring Guidelines. For all bargaining unit positions (non-management), compensation is subject to the salary provisions outlined in the applicable collective bargaining agreement and will apply to placement within the appropriate salary range .

The Human Resources Advisor responds to employee inquiries about benefits, policies, HR programs, and personnel record information. They provide exceptional and timely customer service primarily through telephone and email. This Human Resources Advisor will: * Serve as the primary point of contact for employees, managers, and HR, addressing HR-related inquiries and ensuring accurate and efficient resolutions. * Guide employees, managers, and HR on self-service tools and processes. * Perform administrative tasks and manage HR transactions in areas like employee lifecycle, data changes, and policy clarifications. * Maintain employee records, and file documentation. * Actively engage in process improvement initiatives by analyzing data, gathering user feedback, and collaborating with cross-functional teams to enhance self-service capabilities, customer experience, and operational efficiency. To qualify, you must have: * Associate's degree plus at least one year of experience in human resources or two years of progressive client service work within a complex corporate environment. BA degree preferred * An additional 2 years of directly related experience may be used in lieu of an AS degree. * Experience with HRMS/HRIS, and PeopleSoft preferred * Analytical skills required to resolve problems of a routine to moderately complex nature requiring the use of mathematical or technical principles and in depth, experienced based cross functional knowledge. * Demonstrated ability to communicate effectively both orally and in writing and provide empathy in difficult interpersonal situations. * Accuracy required with speed of processing data, strong technical aptitude, attention to detail and ability to multi-task. * Requires the highest level of customer service and quality in all interactions and transactions. * Bilingual communication (verbal and written) skills a plus. * Familiarity with HR systems such as Workday is preferred. Boston Children's Hospital offers competitive compensation and unmatched benefits including flexible schedules, affordable health, vision and dental insurance, childcare and student loan subsidies, generous levels of time off, 403(b) Retirement Savings plan, Pension, Tuition and certain License and Certification Reimbursement, cell phone plan discounts and discounted rates on T-passes. Experience the benefits of passion and teamwork.