Human Resources Manager Jobs in Boston, MA

The Omni Boston Hotel at the Seaport is located in the center of the bustling Seaport District. The AAA Four Diamond rated hotel boasts 1,054 finely appointed guestrooms with 52 suites, seven delectable dining experiences, a scenic rooftop pool, a luxury Breve Spa, and more than 100,000 square feet of meeting and event space allowing to provide each guest a unique and memorable experience. Come join the team that was voted “2023 Best Places to Work” by the Boston Business Journal! 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. Job Description The Senior 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. 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: Ability to communicate in a second language 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!

Flexcompute is leading the way in revolutionizing the engineering simulation industry with our ultra-fast simulation technology. Our team is driven by the pioneering foresight of experts from Stanford University and MIT, and we are backed by top-tier venture capital firms. We are transforming how simulations are conducted across a range of industries, pushing the boundaries of innovation, and shaping the future of engineering technology. Role Overview We are seeking an experienced and dynamic Director of HR to join our growing team. As a key member of the leadership team, you will play a pivotal role in shaping and nurturing the culture of Flexcompute. You will be responsible for developing and executing HR strategies that align with our rapid growth, innovation-driven ethos, and vision for the future. Your work will directly impact the company's ability to attract, retain, and engage top talent while fostering a collaborative and high-performance environment. You will work closely with our Co-Founders to support our ambitious goals and help build a culture that thrives on innovation, collaboration, and excellence. Role Responsibilities Develop and implement comprehensive HR strategies and initiatives that align with Flexcompute's vision and rapid growth trajectory. Cultivate and nurture a strong company culture that celebrates innovation, creativity, and collaboration. Collaborate with executive leadership to ensure that HR practices and policies support business objectives and scaling efforts. Provide leadership in talent acquisition, employee development, performance management, and employee engagement. Build programs that attract top-tier talent from a wide range of disciplines, ensuring diversity and inclusion remain core values. Advise and support leadership on all people-related issues, ensuring a positive, productive, and transparent workplace. Drive organizational development initiatives to optimize team performance and ensure a smooth transition as we scale. Manage employee relations, compensation, benefits, and retention strategies to ensure Flexcompute remains a top destination for talent. Foster a culture of continuous improvement, learning, and leadership development throughout the organization. Minimum Requirements 10+ years of progressive experience in Human Resources, with a proven track record of building and scaling HR practices in innovative technology companies. Extensive experience in company culture building, particularly in high-growth, fast-paced environments. Strong knowledge of employment law, HR best practices, and organizational development. Experience working closely with executive leadership teams to align HR strategies with business goals. Proven ability to manage and develop high-performing HR teams while also being a hands-on leader in all aspects of HR operations. Strong interpersonal and communication skills with the ability to engage and influence employees at all levels. Deep understanding of the unique challenges and opportunities within technology-driven, entrepreneurial environments. A passion for creating a workplace where people can thrive and grow. College Degree. Preferred Skills Experience in the technology sectors is a plus. Startup experiences. Compensation and Benefits Competitive compensation with equity of a fast-growing startup. Medical, dental, and vision health insurance. 401(k) Contribution. Gym allowance. Friendly, thoughtful, and intelligent coworkers. How To Apply Candidates passionate about playing a pivotal role in shaping the future at Flexcompute are encouraged to apply through our careers portal with a comprehensive resume, a cover letter outlining their alignment with our goals, and any relevant supporting materials. Join Us As our market and products grow, we are rapidly expanding and searching for partners who are eager to grow in a dynamic environment, possess an entrepreneurial spirit, and can scale our team. Flexcompute is dedicated to providing equal employment opportunities. We firmly believe that talent from diverse backgrounds can bring our company a rich and varied perspective. We warmly welcome candidates from all backgrounds to join us on this passionate and challenging journey, together facing the most compelling challenges in engineering computation. Join Flexcompute, where your expertise in advanced computing will contribute to accelerating innovation in various fields for the next industrial renaissance. Flexcompute is dedicated to promoting diversity, equity, and inclusion in the workplace. We are an equal opportunity employer that recognizes the value of diverse perspectives in achieving our mission. We encourage candidates from all backgrounds to apply. #J-18808-Ljbffr

Director of Human Resources and Labor/Employee Relations Department: Human Resources Closes: May 1, 2025 - 11:59 PM EDT Type: Full-time PositionID: 184887 About MassArt: Founded in 1873, having celebrated its 150th anniversary in 2023, Massachusetts College of Art and Design (MassArt) is the nation's first and only independent, free-standing public college of art and design in the country. MassArt is an inclusive community of thinkers, doers, makers, educators, innovators, and leaders striving to shape the future through art and design. Located in Boston's hub of arts and culture along the Avenue of the Arts, MassArt enrolls 2,000 students and offers a comprehensive range of undergraduate and graduate degrees in 18 disciplines, as well as continuing education and youth programs. MassArt strives to be a model of diversity and inclusion; the campus community reflects the layers of cultural and self-identity that proudly make up our region, nation, and world. Job Description: Reporting to the Chief Human Resources Officer, the Director of Human Resources will be a key member of a highly collaborative team. The Director will play a critical role in shaping and executing the HR strategy to support MassArt's mission, vision, and goals. The Director is responsible for labor and employee relations, medical and other leaves, benefits administration, and belonging functions within the organization. The Director also provides responsive, strategic, transparent human resources leadership and consulting services to the MassArt community. The Director takes a customer service approach with their work so that people seek out HR for help in working through organizational and people opportunities and have confidence in HR's ability to deliver high-quality and efficient solutions. SUPERVISION RECEIVED: Chief Human Resources Officer SUPERVISION EXERCISED: Students and temporary employees as assigned Salary: The salary range for this position is between $105,000-$120,000 Key Responsibilities: Acts as a strategic partner, working closely with the Chief Human Resources Officer and Executive Director of HR and Payroll, in developing, implementing, and evaluating ongoing HR policies, programs, functions, and activities ensuring alignment with the overall goals of the College. Assists with the implementation and administration of the collective bargaining agreements, ensuring compliance with contractual provisions and advising faculty and staff to ensure observance of timelines and procedures. Responsible for labor and employee relations services to faculty and staff including policy interpretation, job-related counseling, and conflict resolution. Develops and recommends strategies for labor management and employee relations, ensuring compliance with applicable bargaining agreements and relevant state and federal regulations. Provides ongoing guidance to supervisors related to performance management/improvement and disciplinary actions. Ensures the effectiveness of professional development, engagement, and recognition programs, to provide all employees opportunities for professional growth and advancement. Administers and serves as advisor to employees on personnel matters including benefits, medical leaves, and interpretation of collective bargaining agreement benefits. Maintains and improves systems to process human resources transactions and records and conducts research, collects data, provides analysis, and prepares reports relevant to the College's leaves, benefits, and employee and labor relations activities. Ensures that supervisors and College leaders consistently administer College policies and procedures related to human resource management. Represents MassArt by presenting and participating at conferences. Performs other duties as assigned. Requirements: Bachelor's degree required in HR or related field with at least three years of progressively responsible relevant experience. Demonstrated ability to prioritize tasks, handle and follow through on competing assignments, and meet deadlines. Demonstrated experience in employee and labor relations, medical leaves, and benefits administration. Strong customer service, organizational, interpersonal, verbal, and written communication skills. Proficiency with Google Suite and/or Microsoft Office applications. Must have flexibility with changing work conditions and assignments. Excellent critical thinking, analytical, and problem-solving skills. Demonstrated commitment to equity, diversity, and inclusivity. Preferred Qualifications: Bilingual ability to speak, write and read Spanish. Experience working with Collective Bargaining Agreements preferably AFSCME, APA, MSCA. Ability to exercise discretion and good judgment with confidential/sensitive material and information. Additional Information: Please note MassArt: Does not support employment-based visa sponsorship or non-student exchange visitor visa sponsorship. Is not an E-Verify institution. Selected candidates must be eligible to work in the US at the time of employment. MassArt provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, gender, gender identity or expression, age, sexual orientation, national origin, ancestry, disability, military status, genetic information, pregnancy or a pregnancy-related condition, or membership in any other legally protected class. MassArt complies with all applicable federal, state, and local laws governing nondiscrimination in employment in every location in which the college operates. #J-18808-Ljbffr

KLR Executive Search Group is proud to partner with Wilson Farm (******************* to recruit the Organization's new Director of Human Resources. Wilson Farm has been in operation at its present location in Lexington, MA since 1884. James Alexander Wilson, W.M. Wilson, and brother-in-law George Reynolds came to Lexington from Enniskillen, Ireland. Here they were able to buy 16 acres of land and rent some of the surrounding fields for farming. Today the farm has expanded to 33 acres in Lexington, and to an additional 500 acres in Litchfield, New Hampshire. The Opportunity: This is a unique opportunity for an HR professional to lead and elevate Wilson Farm's human resources operations. The Director of Human Resources will drive strategic initiatives while staying actively engaged in day-to-day operations, playing a vital role in attracting top talent, supporting dedicated staff, and fostering a positive workplace culture. As a family-owned business with deep community roots, Wilson Farm values collaboration, creativity, and commitment. With exciting growth on the horizon, this role offers the chance to make a meaningful impact on the company's future. Qualities of the Ideal Incumbent: Appreciates clear, open communication with the entire Wilson Farm staff & teammates. Adaptable and able to adjust priorities to meet the team's needs. Willing to work flexible days to provide support during the busiest times. Values meaningful engagement and connections with staff, fostering collaboration and a strong sense of community. Combines strategic thinking with a hands-on approach to daily operations. Brings a positive attitude, enthusiasm, and a team-first mindset. Key Responsibilities: Retail Talent Acquisition & Onboarding Employee Engagement & Recognition HR Strategy HR Operations Benefits Administration Conflict Resolution & Compliance Workforce Insights Collaboration Regulatory Oversight Job Qualifications: A minimum of 3 years in HR roles, preferably in retail or a customer-facing environment. Self-motivated and able to work independently and in a team setting. Strong management, communication, interpersonal, and organizational capabilities. Must be able to read and write in English. Bi-lingual skills preferred. SHRM and/or HRCI Certification preferred.

We are seeking a strategic and innovative member of the Global Asset Management HR team. Supporting the Columbia Threadneedle Global Chief Investment Officer and Global Investment Senior Management team, you will consult with senior leaders to drive human capital strategies that are aligned with enterprise objectives. In this role you will be responsible for driving results in a positive way. Utilizing strategic thought leadership, human capital expertise, and deep knowledge of best practices and industry trends, you will proactively assess organizational implications of business strategies and partner with senior leadership to influence organizational, talent, and business outcomes. You will focus on leveraging enterprise solutions and drive integrated strategies that are clearly aligned with business needs. The ideal candidate will have an accomplished track record of influencing transformational change including experience in global investment compensation plans and driving a strategic human capital agenda to elevate impact across the Asset Management Investment space. Responsibilities: Enable business results: Provide strategic thought leadership to Global CIO and Senior Management team to influence outcomes related to organizational, team, and leadership effectiveness required to enable business results across NA, EMEA and APAC. Drive strategic human capital agenda: Proactively identify and develop the strategic human capital agenda for the global asset management Investment business unit, ensuring alignment to enterprise and broader asset management objectives. Serve as a trusted coach and advisor to senior leaders to drive current and future business performance in alignment with the strategic priorities of the organization. Serve as a trusted partner: Leverage trusted relationships with business leaders and deep understanding of the business to proactively identify and diagnose human capital issues and trends that will impact business performance. Partner with HR Centers of Excellence (COEs) to implement strategies and solutions that result in improved performance and development of key talent within the business. This includes consulting and coaching in a way that influences outcomes and drives positive change in leadership behaviors. Consult on organizational design: In partnership with Talent and Compensation Consultants, evaluate, recommend, design, and implement organizational design solutions to address organizational issues in alignment with the strategic direction of the asset management business. This includes strategic workforce planning and influencing and facilitating change. Consult with senior leaders and deliver integrated enterprise solutions to address business needs in partnership with COE leads. Leverage best practices: Leverage internal & external data-driven insights, best practices, and trends to influence business outcomes. Partner with HR colleagues: Partner with HR Centers of Excellence (COEs) and relevant staff function colleagues to lead the HR aspects of strategic initiatives, including organizational design and operating effectiveness, talent and leadership capabilities, diversity initiatives, and engagement strategies. Lead team members: Provide effective leadership to direct reports, including coaching, development, and performance management. Qualifications: Bachelor's degree or equivalent experience; master's degree preferred. 10+ years of relevant HR experience, preferably within asset management including a proven ability to partner with business leaders to successfully drive the HR agenda, large scale change initiatives, and use data, analytics and influence to gain commitment and support. Strong business and financial acumen with proven ability to understand the business vision, strategy, competitive landscape, priorities, financial, and performance measures, and global capabilities. Ability to understand and interpret data to diagnose problems and provide business with insights; knowledge of emerging technology (machine learning, bots, AI, big data, etc.) to help assess and advance innovation in the business. Must possess a combination of strong relationship management, coaching, strategic, technical, and influencing skills with experience serving as a trusted advisor to senior leadership. Outstanding executive presence: excellent communication and presentation skills and proven ability to conceptualize, lead, and drive strategic HR initiatives in the context of broader business/organizational objectives, focusing on an enterprise-first approach. Actively networked to understand HR best practices and trends and able to convert knowledge to put forward ideas and recommendations which support the advancement of the function. Leading through HR transformation is highly preferred. Demonstrated experience with investment compensation plans a plus. About Our Company We're a diversified financial services leader with more than $1 trillion in assets under management and administration as of 2022. Our team of 20,000 people in more than 20 countries, advise and manage assets and income of more than 2 million individual, small business and institutional clients. We are a longstanding leader in financial planning and advice, a global asset manager and an insurer. Our unwavering focus on our clients and strong financial foundation connects each of our unique businesses - Ameriprise Financial, Columbia Threadneedle Investments and RiverSource Insurance and Annuities. Here, we foster meaningful careers, invest in the future, and make a difference for clients, institutions and communities around the world. Ameriprise Financial is an equal opportunity employer. We consider all qualified applicants without regard to race, color, religion, sex, national origin, genetic information, age, sexual orientation, citizenship, gender identity, disability, veteran status, marital status, family status or any other basis prohibited by law. Job Details: Full-Time/Part-Time: Full time Exempt/Non-Exempt: Exempt Job Family Group: Human Capital Line of Business: HR Human Resources #J-18808-Ljbffr

IN A NUTSHELL Talent is key at Sciens Building Solutions. We are seeking a People & Culture Business Partner who is strategic minded, motivated, and organized to partner with division and regional leaders to align People & Culture strategies with business goals. The person in this role will provide strategic guidance to improve organizational effectiveness and drive business results, while also engaging in tactical support for P&C activities and initiatives. Ideal candidates will thrive in and understand the challenges and opportunities of a quickly growing medium-sized business. They will model leadership behavior and company values, while also ensuring organizational fairness, equality, and opportunity free from discrimination. They should have success in building partnerships to provide tailored P&C solutions as they relate to business needs. WHAT YOU'LL BE DOING (and doing well!) Partner with division and regional leadership to understand business needs, support workforce planning, talent management, employee engagement, and leadership development strategies. Analyze People & Culture metrics and use data to drive decision making. Identify and develop initiatives that support business objectives, employee growth, and core values. Interpret and facilitate company policies, procedures, and documentation for People & Culture matters for all divisions in your assigned region. Manage and facilitate leadership training, including such topics as interviewing, hiring, terminations, promotions, engagement reviews, safety, harassment prevention, and other key areas. Ensure that all divisions are compliant with federal, state, and local legal requirements. Support personnel transactions, such as hires, promotions, compensation adjustments, transfers, and terminations for all Divisions. Facilitate employee investigations and make recommendations for corrective actions. Identify trends to be addressed with leadership and support development of action items. Develop initiatives designed to recognize performance through employee engagement reviews, bonus, and other strategic programs; review existing programs regularly to measure effectiveness and ensure continuous improvement. Ensure that all company processes and procedures are consistently followed, supporting an efficient and well-aligned organization. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. WHAT WE LIKE ABOUT YOU! Bachelor's degree from an accredited program, preferably in Human Resources, Business Management, or a related field. Five or more years of human resource administration experience required; at least one year of human resources management or business partner experience preferred Strong business acumen and strategic/critical thinking skills. Ability to influence, coach, and collaborate with at all levels within the organization. Exceptional people skills and experience providing counsel/feedback. Strong consultative mindset and approach. Working knowledge of HR Information systems (such as UKG, Workday, etc). Knowledge of labor laws, employment law guidelines & policies and compliance regulations. Able to occasionally travel by air and/or ground overnight, as necessary. WHAT WE'RE BRINGING TO THE TABLE Competitive salary based on qualifications. Paid time off plan and holidays. 401(k) matching. Short term and long-term disability. Medical, dental, and vision plans with options. Life insurance. Professional career development opportunities. Tuition reimbursement.

Director of Human Resources - Job Description Role Overview: Seeking an HR generalist with management experience and strong project management skills. Insurance experience is a plus but not required. Key Responsibilities: Lead HR functions to meet business goals, including payroll, benefits, and reporting. Identify opportunities for tech improvements. Oversee recruitment and ensure an efficient, positive candidate experience. Evaluate and manage compensation and benefits programs. Enhance talent development programs and manage vendor contracts. Communicate HR policies and resolve performance issues effectively. Leadership: Provide strategic HR guidance, support diversity, and foster continuous improvement. Qualifications: 10+ years in HR, including 3+ years in senior management. Experience in total rewards, talent acquisition, payroll, and HRIS. Education: BS/BA in HR or related field (MBA/SPHR preferred). Compensation: $125-140K base + bonus (performance-based).

UMass Chan Medical School - Chief Human Resources Officer WittKieffer is honored to partner with UMass Chan Medical School (UMass Chan), located in Worcester, Massachusetts, on the search for their next Deputy Vice Chancellor, Chief Human Resources Officer (CHRO). This is an extraordinary opportunity for a talented, energetic, and strategic human resources executive to elevate human resources and build an enterprise-wide strategic human capital platform for a leading academic health sciences campus. Ranked number one in the northeast for primary care education by U.S. News & World Report , and one of the fastest growing biomedical research institutions in the country, UMass Chan is the Commonwealth of Massachusetts' only public medical school. It maintains a strong commitment to public service, including the provision of health services to vulnerable populations. With more than $300 million per year in research funding, the UMass Chan research community comprises more than 3,600 faculty members including two Nobel Laureates, a Breakthrough Prize and Lasker award recipient, a Gruber Prize recipient, more than a dozen National Academy members, and several investigators of the Howard Hughes Medical Institute. Reporting to the Executive Vice Chancellor of Administration and Finance and working in close partnership with the Chancellor and their executive team, the CHRO will provide primary oversight of UMass Chan's labor and human resource functions. Serving as the enterprise leader for UMass Chan's human resources strategy, this executive will bring expansive current knowledge and a future vision of leveraging human resources and labor management best practices to advance the institution. The CHRO serves as a thought leader and trusted advisor to executive leadership and directly engages with many key constituencies across UMass Chan and the UMass System. The CHRO must possess a high degree of political acumen, instill confidence, and advance continuous and sustainable change across the organization. The successful leader will be a highly driven executive with a demonstrated record of leading change, an innovative mindset, a strong vision for inclusion, and collaborative management, employee engagement, and communication skills. In addition, the CHRO will be skilled in influencing and encouraging constituents, colleagues, and leaders to promote ideas and advance change where authority may reside with others. The executive should demonstrate self-awareness, be viewed as highly collaborative, and build trust through transparency via consultation with stakeholders across the organization. A master's degree in human resources or equivalent is required, as is 15+ years of significant and progressively responsible human resources leadership experience, including significant management and supervisory experience, in a large, complex academic or higher education environment. This is an exciting opportunity to set the cultural tone and champion UMass Chan's mission, vision, and values. Confidential expressions of interest, nominations, and applications are welcomed and can be made via the WittKieffer candidate portal, which can be accessed here. Inquiries and questions concerning this search may be directed to the WittKieffer search consultants, Kim Smith, Steve Davis, and Angela Raphael, at ************************. The University of Massachusetts Chan Medical School welcomes all qualified applicants and complies with all state and federal anti-discrimination laws. #J-18808-Ljbffr

Explore the Possibilities and Advance with Us. You can view all open jobs by clicking here or use the following search form to find jobs that suit your specific career interests. Deputy Executive Vice Chancellor, Chief Human Resources Officer Job Number: 2025-47799 Category: Executive Location: Worcester, MA Shift: Day Exempt/Non-Exempt: Exempt Business Unit: UMass Chan Medical School Department: School - HR-Administration - W860000 Job Type: Full-Time Salary Grade: E3 Union Code: Non Union Position - W60- Non Unit Professional Num. Openings: 1 Post Date: March 3, 2025 POSITION SUMMARY: The Deputy Executive Vice Chancellor, Chief Human Resources Officer (CHRO) is responsible for developing and executing the UMass Chan human resources strategy and operations in support of the UMass Chan mission, business plan and strategic direction of the organization. The CHRO will focus on building an entrepreneurial and innovative organizational culture that is aligned with the campus mission and strategic plan; that emphasizes organizational learning; and is characterized by an agile, service-oriented, diverse, collaborative, high performing, professionally competent, engaged and accountable workforce. The CHRO will articulate UMass Chan human capital needs and plans to the executive leadership team and will have full operational responsibility for overseeing the day-to-day aspects of a best-in-class HR organization. As a member of the senior management team, the CHRO will also contribute to the development of the UMass Chan overall strategic, operational and financial goals. ESSENTIAL FUNCTIONS: Develop and deploy people strategies, programs and policies that position UMass Chan as an employer of choice, recognized for attracting, developing and retaining talent. Determine the planning, framework and execution to support the people strategy by using a deep working knowledge of the general areas of HR including talent acquisition and management; compensation, benefits and total rewards; diversity and inclusion; leadership and professional development; change management; employee engagement; labor and employee relations; organizational development; performance management; HR communications; leave management, HR compliance and risk; HRIS; succession planning; EAP and HR policy development and interpretation. Design and implement programs to support UMass Chan talent management efforts aimed at ensuring the UMass Chan workforce is representative of the diversity of our surrounding cities and towns. Serve as a thought leader and trusted advisor to the executive team members to lead continuous and sustainable transformation across the organization. Function as a strategic business advisor to senior management of each UMass Chan business unit regarding key organizational and management issues. Develop comprehensive strategic organizational development, talent management, recruiting and retention plans to meet the human capital needs and strategic goals of UMass Chan. Develop and implement compensation philosophies, policies and structures for non-faculty roles; ensure roles are priced to the market and adjust job classification and pay schedules accordingly; manage internal equity, oversee development, administration and adherence to a MEPA and MPTA-compliant classification and compensation program. Develop internal career management tools for non-faculty employees, such as Individual Development Plan (IDPs) to facilitate personal career and professional development goals. Work with the executive leadership, as needed, to establish sound management succession plans that support the strategy and objectives of UMass Chan. Provide overall leadership and guidance to the HR function, consisting of approximately 57 staff. Oversee HR staff career development, succession planning, retention, training, leadership development, etc. Oversee the development and monitoring of annual budgets for HR units with a focus on improving efficiency and reducing costs. In collaboration with the DIO, develop learning and training programs to educate UMass Chan community members about the importance of diversity and inclusion and work to foster a diverse and inclusive work environment by developing management and staff D&I competencies. Manage HR risks, and ensure that all HR programs and practices are in strict compliance with federal, state and local laws and all other applicable guidelines, rules, and regulations. Coordinate and administer the UMass Chan performance management system for all non-faculty employees; coordinate annual performance/salary reviews according to budget and procedures. Compile data-based research for strategic workforce analysis purposes. Analyze data, drawing logical conclusions and making recommendations to UMass Chan executive leadership. Provide accurate, professional and legally sound advice, guidance and information to managers and employees on a variety of employee relations issues. Participate as a key member of the UMass cross-campus HR Administration Council, Better Together Steering Committee, and other cross-campus leadership teams, representing the unique needs of UMass Chan. REQUIRED QUALIFICATIONS: A minimum of 15 years strategic human resources experience with at least 10 years with a combination of experience as Executive/Chief Human Resources executive or second-in-command in a multi-site, complex academic enterprise. MA/MS in human resources is required or equivalent experience. Must be an accomplished and inspirational HR leader with a proven track record of developing and implementing a people strategy with experience in talent acquisition and talent management; compensation, benefits and total rewards; diversity and inclusion; leadership and professional development; change management; employee engagement; labor and employee relations; organizational development; performance management; HR compliance, risk and regulatory requirements; HRIS and HR policy development and interpretation. A commitment to service excellence, a track record of improving HR service delivery and operational excellence, managing a customer focused human resources team and an expertise at leading HR transformation. A visionary leader who will continue the development of an HR organization with a strong customer service, collaboration and problem-solving orientation with respect to all areas managed, employing a “yes, and” approach to leadership by the CHRO and the HR team. A commitment to and record of fostering a culture of diversity and inclusion, openness and accountability. Successful development of HR staff and teams; proactive in identifying strategic and organizational issues and a history of positive employee and labor relations experience. Personal and professional values consistent with UMass Chan values and mission. Excellent listener and communicator with demonstrated track record in fostering collaboration and building consensus to achieve collective objectives. A personal style that emphasizes openness, participation, visibility, and responsiveness. Ability to convey the organizations enthusiasm, confidence, goals, and mission, and to inspire same in others. A systems thinker who is able to "connect the dots" quickly and implement initiatives across multiple units. Proven creative problem-solving skills with the willingness to take the initiative in leading and managing changes; able to execute. A self-motivated, hard worker who holds people accountable but also encourages creativity and a safe, free exchange of new ideas. Empowers others, maintains a sense of humility, and enjoys giving credit to others. An appropriate risk taker who is action/results oriented. Able to make tough choices that serve the best interests of UMass Chan. Proven creative problem-solving skills with the willingness to take the initiative in leading change as well as the ability to effectively manage change. Hands-on approach and reputation for follow through. Is adaptive, decisive and intuitive. Open and accessible personal style; is calm and thoughtful and encourages input and ideas from others. A consensus builder with superb facilitation skills, a team player who is collaborative and collegial, and a person of the highest level of integrity. Proven ability to develop strong and enduring relationships and engage, challenge and mentor others. One who can be an effective, persuasive advocate for human resources. Inquiries, nominations and applications are invited. Please direct all application materials to Steve Davis or Kim Smith via the WittKieffer Candidate Portal here. UMass Chan Medical School was among 23 companies that stood out as 2023 “DEI champions,” according to The Boston Globe. Named a U.S. News & World Report “2023 BEST MEDICAL GRAD SCHOOL” for Primary Care and Research #J-18808-Ljbffr

Candidate will support HR Director and complete daily generalist assignments including: Utilization of Paylocity HRIS and related software systems. Engage with Employee to promote the employee experience. Analyze employee data and create a variety of reports. Respond to external agencies and update employee files, Apply AI and automation for efficiency in alignment with standards. Support payroll, benefits and PTO. Monitor systems designed to comply with policies and legislation. Pursue opportunities to enhance and improve structure, process and the employee experience.

HR Operations & Benefits Specialist - US Type: Full Time, Hybrid - At least 2 days a week in office (Tuesday plus 1 other) Headquarters: Bedford, MA (Greater Boston) The Company At Coravin, we believe every moment is the perfect moment for great wine. As the global leader in wine by-the-glass exploration, our award-winning systems empower wine lovers and professionals to pour any wine, anytime, without compromise. Trusted by top restaurants, bars, wineries, and retailers in over 60 countries, Coravin is changing the way wine is served, sold, and enjoyed. By allowing wine to be poured without pulling the cork, our systems eliminate waste, enhance profitability, and unlock new possibilities for wine programs worldwide. At home, Coravin gives wine lovers the freedom to explore wine on their own terms, pouring just one glass at a time while keeping the rest of the bottle fresh for weeks, months, or even years. Whether discovering new vintages, hosting unforgettable tastings, or simply savoring a glass midweek, Coravin ensures that the best wines are always within reach, without the pressure to finish the bottle. Available online and in-store, Coravin can be found in leading international retailers and fine wine shops around the world. Our Mission: Changing the way the world drinks wine. Our Vision: Giving wine lovers the power of choice, the flexibility and freedom to finish the bottle whenever they want, confident in that every glass will taste as good as the first. Who are we: A global team of 70 people based in 8 countries - we are PASSIONATE PEOPLE, PIONEERING WINE EXPLORATION. Our Values: We're BETTER TOGETHER... like the best food and wine pairings. We are a friendly and inclusive “bunch”. We STRIVE TO THRIVE... like the best vines that continually adapt to their environment to produce the best grapes. We aim for the best possible “vintage”. We're RESILIENT & RESOURCEFUL… like the best winemakers that navigate everything from bud burst to harvest, barreling to bottling. We do the right thing to create the best “blend”. The Role: We are looking for a detail-oriented, analytical HR Operations & Benefits Specialist with a passion for people and for systems and process improvement to join our small and dynamic Global HR team. Reporting to the Senior Director of People & Culture (UK-based), you will primarily support our 36 US based employees whilst also gaining experience in global HR projects, allowing you to learn, grow and broaden your skills and experience. Responsibilities: HR Operations (US) HR Support & Employee Relations - Act as the first point of contact for HR related queries, providing accurate and timely support to employees and managers. HR Policy Compliance - Maintain and update the US Employee Handbook, ensuring alignment with local, state, and federal labor laws and HR best practices. Employee Lifecycle - Support processes related to performance management, employment status changes, and offboarding while ensuring clear communication with employees. HR Documentation - Work closely with the HR & Administrative assistant to create, review and distribute employee communications, including promotion letters, status change notifications, and employment confirmations. HR Reporting Compliance - Responsible for Occupational Safety and Health Act (OSHA), Equal Employment Opportunity (EEO), Fair Labor Standards Act (FLSA) compliance and reporting. Benefit Management & Administration (US) US Employee Benefits - Oversee the day-to-day management and administration of US employee benefits, including medical, dental, optical, HSA, FSA, life insurance, disability, and retirement plans Employee Communication - Act as the primary point of contact for benefits-related inquiries, ensuring employees fully understand their benefits and resolving issues promptly. Benefits Onboarding & Changes - Guide new hires through benefits enrollment, ensuring they understand their options and deadlines. Open Enrollment - Manage the annual renewal process (October 1), ensuring timely & accurate communication with employees, Finance/Payroll and benefits providers Leave of Absence Management - Own PFML - MA (Birthing, Bonding, Family Care), STD, LTD, Life leaves programs, supporting employees and managers while continuously improving processes, completing leave forms, updating various benefits systems and reporting. Employee Communication - Act as the primary contact for benefits-related inquiries, assisting employees in understanding their benefits and resolving issues promptly. Payroll Coordination - Partner with US Payroll (Rippling) to ensure accurate benefit deductions, handling updates for new hires, qualifying life events, open enrollment, leaves, and offboarding. Vendor & Broker Management - Serve as the main liaison with our insurance broker (Sequoia) and benefit providers (Blue Cross, Mutual of Omaha, Principal) to ensure seamless data processing and compliance. Compliance & Regulatory Reporting- Ensure adherence to TASC, ACA, ADA, COBRA, HIPAA, ERISA, non-discrimination testing and payroll tax filings. Benefits Plan Review & Utilization - Evaluate benefits programs, benchmark offerings against industry standards, analyze benefit utilization, and recommend changes or enhancements to maintain competitiveness. HR Reporting, Data & Analytics (Global) Maintain Data in HRIS - Ensure data accuracy and integrity of HRIS (Rippling), for compliance and reporting purposes HR Dashboards & Reporting - Develop and maintain dashboards and reports to provide insights and trends into key HR metrics e.g. employee roster, leave reports, employee turnover, performance HR Data Analytics - Identify trends to help HR leadership and wider leadership team to make informed decisions and help shape proactive HR strategies. System, Process & Projects (Global) HRIS Optimization - Constantly seeking out opportunities to streamline and improve the efficiency of our HR system and processes through template creation, automation to ensure consistency with HR operations and enhance employee experience. HR Cycles - Support the roll out, communication and reporting of global performance, merit, and bonus cycle frameworks to ensure consistency across regions. HR Policy - Contribute and participate in Global HR policy and process reviews, ensuring compliance, best practice, alignment with our values and strategic priorities DEI Ambassador - Drive the adoption of global inclusion and diversity strategies, ensuring they are embedded into HR policies, systems, and practices. Skills & Characteristics: Demonstrate high ethical standards, with a strong moral compass to do the right thing and demonstrate the Coravin values. Entrepreneurial at heart, with innovative thinking and the ability work in a fast-paced environment and deal with ambiguity. Show appreciation and respect for the different ideas, perspectives, qualities, skills, experiences, and diversity our people bring - be that our team, partners and customers. Strong communication skills - the ability to articulate yourself clearly, dynamically, and effectively both in person/virtually in writing and verbally. Detail orientated with strong administrative, organizational, and prioritization skills; demonstrates the ability to multitask, work efficiently and manage time effectively. Keen interest in developing new ways of working to make Coravin more efficient and can implement process improvements, whilst maintaining our entrepreneurial spirit. Love of wine and interest in the wine industry is a definite plus. Experience & Requirements: Bachelor's degree in human resources, business, or other related field HR certification e.g. SHRM-CP, PHR beneficial but not essential 5+ years of HR experience, with at least 2 years specializing in US benefits administration Microsoft Office - Outlook, Word, PowerPoint and Excel with skills in data organization, reporting, and analysis (e.g., pivot tables, VLOOKUP). HRIS & Payroll Systems - Experience with Rippling (preferred) or similar systems like Workday, ADP, or BambooHR for managing employee data, payroll, and benefits. Strong understanding of US labor laws and benefits compliance (ACA, ADA, COBRA, HIPAA, ERISA, and state-specific regulations like PFML - MA). Benefits Administration Platforms - Familiarity with TASC, Sequoia, or other benefits platforms for compliance, enrollments, and deductions. HR Compliance Tools - Experience with Mineral or similar platforms for staying up to date with labor laws and regulations. Collaboration & Communication Tools - Proficiency in Microsoft Teams, Slack and SharePoint for internal communication and document management. Fluent in English Right to Work in US Equal Opportunity Employer Coravin is committed to creating a diverse environment and is proud to be an equal opportunity employer. Coravin is devoted to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions at Coravin are based on business needs, job requirements and individual qualifications, without regard to race, colour, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, medical condition, ancestry, age, veteran status or any other status protected under federal, state or local law. Coravin will not tolerate discrimination or harassment based on any of the previously stated characteristics. Coravin is also committed to compliance with all fair employment practices regarding citizenship and immigration status.

1A Auto is a high growth global e-commerce company and we pride ourselves on employing the best talent. Each team member brings a unique skill set to the table and collectively have a track record of accomplishing the most challenging of goals. We are an online aftermarket auto parts retailer headquartered northwest of Boston. We are a leader in our market and are positioned for further growth. We offer a great “can-do” culture, a casual work environment, and the opportunity to apply your skills in a rewarding situation. We are passionate about empowering people to do their own auto repairs. Our company's mission is to make your car projects go smoothly and to become your trusted source for auto parts. We treat our customers like family. And our niche is to provide great value, exceptional customer service and education to make customers confident in their decision to do their own repairs. Overview of HR Generalist The HR Generalist role at 1A Auto is a dynamic position requiring strong, documented HR experience, a proactive attitude, and the ability to work well under pressure. This individual will help to create a positive culture and contribute to the success of the HR department, while being a champion of our company's core values. The Human Resource Generalist will be responsible for supporting the HR functions at 1A Auto. This includes working within the HR processes, systems, and services. The position also includes office management duties. The ideal candidate will have at least 5 years of Human Resources experience and a strong work ethic. General Responsibilities Onboarding & Employee Experience Ensure a smooth onboarding experience for both temporary and direct hires, providing them with onboarding plans, HR policies, internal procedures, and benefits offerings. Foster positive relationships and promote a healthy work environment. Support the HR team with employee relations, engagement, and training initiatives. Compliance & Recordkeeping Maintain compliance with ever-changing federal, multi-state, and local employment laws and regulations. Manage HR records accurately and maintain confidentiality and privacy. Administer FMLA, state paid leave programs, workers' compensation, COBRA, FLSA, and other related laws. HR Systems & Payroll Support Collaborate with the Sr. HR Generalist and Payroll Manager to support HRIS/Payroll (ADP Workforce Now). Assist in payroll processing, time and attendance, and reporting. Manage HR software and system issues, efficiency, and effectiveness. Benefits Administration Coordinate annual benefit and open enrollment processes. Handle monthly reconciliation of medical and ancillary invoices. Process offboarding documentation, including exit interviews and final benefits. Claims Management & Offboarding Assist with unemployment claims by gathering documentation, providing accurate responses to unemployment agencies, and ensuring compliance with laws and company policies. Administer offboarding procedures ensuring legal compliance and a positive exit experience for employees. Data Analysis & Reporting Support the HR team with data analysis and reports as needed. Assist in identifying areas for improvement within HR functions. Policy & Training Support Keep up to date on HR regulations and policies, making necessary updates and helping with training when needed. Advise leadership on compliance matters and HR-related issues. Culture & Engagement Promote company core values and principles. Champion global recognition program Create ways to improve employee morale, productivity, and retention. Requirements and Qualifications Availability Monday to Friday, 8:30 AM - 5:00 PM EST, with flexibility for occasional additional hours. Experience & Qualifications Education: Bachelor's degree or equivalent required. Minimum of 5 years of progressive HR experience. Certifications: PHR or SHRM-CP certification is preferred but not required. Skills & Competencies HR Expertise: Knowledge of employment laws (remote and onsite workforce), benefits administration, HRIS systems, and compliance requirements. Communication: Excellent written and verbal communication skills, with a focus on professional interaction and confidentiality. Organizational Skills: Strong attention to detail and excellent organizational skills. Adaptability: Ability to work in a fast-paced environment and learn new skills as necessary. Technology Skills: Proficiency in ADP Workforce Now, MS Office Suite, and general HR systems management. Customer Service: Excellent interpersonal skills and the ability to engage effectively with employees at all levels. Additional Expectations As member of the HR team, maintaining a professional appearance is always essential. Ability to work independently and collaboratively within a team. Travel to local offices approximately 40-50% of the time. A focus on continuous learning and adapting existing skills. Foster a fun and positive atmosphere while contributing to the company's overall success.

CAMP Systems is the leading provider of aircraft compliance and health management services to the global business aviation industry. CAMP is the pre-eminent brand in its industry and is the exclusive recommended service provider for nearly all business aircraft manufacturers in the world. Our services are delivered through a “SaaS plus” model and we support over 20,000 aircraft on our maintenance tracking platform and over 31,000 engines on our engine health monitoring platform. Additionally, CAMP provides shop floor management ERP systems to over 1,300 aircraft maintenance facilities and parts suppliers around the world. CAMP has grown from a single location company in 2001, to over 1,600 employees in 13 locations around the world. CAMP's relationships with business aircraft manufacturers, aircraft maintenance facilities, and parts suppliers place it in a unique position to understand how current offline information flows in the business aviation industry to introduce friction to the global market for business aviation parts and services. CAMP is building a digital business that will streamline the exchange of parts and services and create substantial value for both CAMP and the aviation industry at large. CAMP is an exciting company to work for, not only because of its future growth prospects, but also because of its culture. Smart, motivated people, who want to take the initiative, are given the opportunity and freedom to make things happen. CAMP is part of the Hearst Transportation Division. Job Summary We are seeking a highly organized and proactive Office Administrator to support our Human Resources Department. This role serves as the first point of contact for HR-related inquiries from employees and external partners, as well as for visitors and deliveries to the office. The ideal candidate will be able to manage projects independently from initiation to completion, demonstrate sound judgement in seeking guidance when necessary, and take the initiative in a dynamic work environment. Responsibilities: Manage our HRIS change system. Plan and coordinate employee activities and engagement. Handle all incoming and outgoing mail and packages Prepare meeting rooms including ordering, setting up and cleaning up food. Arrange travel accommodation as needed. Take inventory of office and kitchen supplies, restock kitchens and conference rooms. Assist with new hire onboarding preparation and training. Process I-9's, employment verifications, and background checks. Data entry for international employee information in HRIS system. Requirements: Bachelor's degree in a relevant field and/or equivalent years of relevant experience Administrative support experience Microsoft suite experience Written and verbal communication skills Positive attitude Flexibility Strong Presentation skills Organizational skills CAMP is committed to creating a diverse environment and is proud to be an affirmative action and equal opportunity employer. We understand the value of diversity and its impact on a high-performance culture. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information. CAMP is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request reasonable accommodation, please contact ******************. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, national origin, age, sexual orientation, gender identity, disability or veteran status EOE.

Join our Human Resources team at Helen of Troy and make an immediate impact on our trusted brands: OXO, Hydro Flask, Osprey, Honeywell, PUR, Braun, Vicks, Hot Tools, Drybar, Curlsmith, Revlon and Olive & June. Together, we build innovative and useful products that elevate people's lives everywhere every day. Look around your home, and you'll find us everywhere, in your kitchen, living room, bedroom, and bathroom. We are already making your everyday lives better. We are powered by knowledgeable, enthusiastic, and forward-thinking people committed to developing a culture of inclusion. Whether you are just starting your career or in need of a challenge, we recognize, develop, and empower talent! Position: Director of Human Resources - Beauty & Wellness (B&W) Department: Human Resources Work Location: Marlborough, MA, or Boston, MA, Hybrid (work 3 days onsite) Hybrid Schedule: Helen of Troy associates enjoy the advantages and flexibility of a hybrid working model, allowing for in office 3 days minimum, and remote 2 days. Any changes to this working model would be communicated accordingly. What you will be doing: The Director of Human Resources (HR) will manage the HR requirements within the Beauty and Wellness (B&W) Business Unit, while leading a team. This leadership position will support the growth and culture of the business unit, ensuring alignment with Helen of Troy's overall objectives, policies, and values. The Director will provide strategic HR leadership in organization planning, talent management, employee relations, performance management, and workforce planning, while encouraging an inclusive and engaging culture across multiple locations. Leadership & Strategic HR Partnership: * Serve as a strategic HR business partner to B&W leaders, providing guidance on organizational development, talent management, and workforce planning. * Lead and develop the HR team, ensuring effective delivery of HR services and support across all business unit locations. * Lead all aspects of the implementation of HR initiatives/priorities and ensure they are aligned with the overall goals of the B&W business unit and company. Employee Relations & Organizational Efficiency: * Own the resolution of employee relations issues, providing expert guidance to managers and senior leaders. * Champion a positive organizational culture that encourages open communication, collaboration, accountability and results orientation. * Facilitate change management initiatives and provide guidance on standard methodologies for handling employee performance issues. Talent Management & Development: * Implement performance management processes that support employee development, career progression, retention and succession planning. * Work closely with leadership to identify talent gaps and build actionable plans for talent development, succession planning, and leadership development. * Ensure all aspects of employee onboarding and training programs are managed to ensure that new hires are successfully coordinated and equipped for their roles. Equity and Inclusion: * Drive inclusion initiatives to foster an environment where all employees feel valued and have equal opportunities for growth. * Partner with senior leaders to integrate equity and inclusion strategies into recruitment, training, and organizational policies. Talent Acquisition & Workforce Planning: * Collaborate with the recruiting team to ensure effective recruitment strategies that meet the needs of the business unit. * Lead workforce planning initiatives, ensuring the business unit has the right talent to achieve its goals while maintaining compliance with all employment laws and regulations. Compliance & Reporting: * Ensure that all HR practices align with federal, state, and local employment laws and company policies. * Track and report on key HR metrics, identifying areas for improvement and implementing action plans to address them. Special Projects & Global HR Initiatives: * Support and contribute to global HR initiatives, including the company's volunteer programs, values and culture activities. * Lead special HR projects as needed, ensuring successful implementation and measurable outcomes. Skills needed to be successful in this role: * Proven track record in employee relations, performance management, organizational development, and workforce planning. * Results orientation with an emphasis on having the ability to influence leaders across the business unit * Strong leadership skills with the ability to encourage and develop a high-performing HR team. * Profound understanding of HR compliance, federal and state laws, and standard methodologies in employee relations. * Excellent communication and interpersonal skills, with the ability to work with all levels of the organization. * Strong organizational and problem-solving skills, with the ability to thrive in a dynamic environment. * Ability to manage confidential information with the highest level of integrity. Minimum Qualifications: * Bachelor's degree in HR, Business Administration, or a related field * Minimum of 8+ years of HR experience, with at least 3 years in a leadership role, ideally within a business unit or divisional HR function. * Authorized to work in the United States on a full-time basis Preferred Qualifications: * SHRM-SCP, SPHR, or other relevant certifications. * Experience in a multi-site or global organization. * Exposure or experience with Canadian Labor Law. Benefits: Salary + Bonus, Healthcare, Dental, Vision, Paid Holidays, Paid Parental Leave, 401(k) with company match, Basic Life Insurance, Short Term Disability (STD), Long Term Disability (LTD), Paid Time Off (PTO), Paid Charitable (volunteer) Leave, and Educational Assistance. Wondering if you should apply? Helen of Troy welcomes people as diverse as our brands! Have the confidence to come as who you are because your point of view, skills, and experience will make us stronger. If you're eager to share new ideas and try new things, we want to hear from you. #LI-SP1 #LI-HYBRID For more information about Helen of Troy, visit ******************** You can also find us on LinkedIn, and Glassdoor. Helen of Troy is an Equal Opportunity/Affirmative Action Employer. We are committed to developing a diverse workforce and cultivating an inclusive environment. We value diversity and believe that we are strengthened by the differences in our experiences, thinking, culture, and background. We do not discriminate on the basis of race, color, religion, sex, national origin, sexual orientation, gender identity, age, marital status, disability, protected veteran status, or any protected basis. We will provide individuals with disabilities reasonable accommodation to participate in the job application process. If you would like to request an accommodation, please contact Human Resources at **************. Founded in 1968, Helen of Troy is a prominent player in the global consumer products industry, offering diverse career opportunities across North America, South America, Europe, and Asia. We boast a collection of renowned brands such as OXO, Hydro Flask, Osprey, Honeywell, PUR, Braun, Vicks, Hot Tools, Drybar, Curlsmith, Revlon, and Olive & June - many of which rank #1, #2, or #3 in their respective categories, making the Helen of Troy name synonymous with excellence and ingenuity. At Helen of Troy, our strategy involves acquiring brands that we can integrate and enhance, amplifying their unique attributes to drive growth and profitability. Embracing a culture of collaboration internally and externally, we are committed to providing innovative solutions tailored to consumers, operational excellence, global scalability, and exceptional shared services to support our brand portfolio. This dedication to fostering development and success sets Helen of Troy apart as a pioneer in the industry, propelling our brands to unparalleled heights of success and recognition worldwide. The above statements are intended to describe the general nature and level of work performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities and duties required of personnel so classified. Management retains the right to add or to change duties of the position at any time.

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. 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. 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. * 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 * Develop and lead process improvements to optimize HR operations and drive a seamless employee experience. * 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. * Launch and oversee the existing annual employee engagement survey. HR Budget Management * In collaboration with the team, 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 12+ 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.

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

About the Opportunity About the College of Arts, Media and Design We are a vibrant community of creators, designers, technologists, and communicators applying creativity across disciplines and harnessing emerging technologies to advance human potential and solve the challenges of the future. Powered by experience-driven teaching, learning and research, CAMD demonstrates that the fields of design, communication, media, and the arts are crucial to the human experience, society, and the development of technology. We empower the next generations of students, researchers, and creative practitioners to create the future by sparking their innovative, creative, curious, and entrepreneurial spirit. About the Opportunity The Manager of Faculty HR Administration plays a key role in supporting the full faculty lifecycle at the College of Arts, Media, and Design. Reporting to the Associate Dean of Administration and Finance, this position serves as the college lead for faculty recruitment, hiring, promotion, tenure, sabbaticals, and compliance. The Manager ensures that all faculty affairs processes align with university policies, employment regulations, and collective bargaining agreements while collaborating with key partners across CAMD and the university. This role oversees faculty recruitment and hiring for tenure on entry, tenure track, non-tenure track, part-time lecturers, and exchange visitors across Northeastern's global network, working closely with academic departments and the Office of the Provost. The Manager is responsible for coordinating and tracking faculty appointments, appointment renewals, promotions, salary planning, and compensation processes, ensuring efficient workflows and compliance with institutional policies. The Manager also coordinates sabbatical, tenure, and promotion processes, including tracking eligibility, facilitating dossier submission through Interfolio, and liaising with university leadership to ensure timely review. Additionally, they serve as the SEVIS contact for CAMD, managing visa processing for permanent residency, H-1B, O-1, and J-1 applicants in collaboration with the Office of Global Services (OGS) and the Office of General Counsel (OGC). Supervising HR personnel, the Manager establishes annual goals, priorities, and best practices for faculty hiring, onboarding, and policy compliance that are in line with guidance from the Office of the Provost. This position requires a high level of discretion, organization, and ability to manage multiple priorities simultaneously while ensuring smooth operations and responsive faculty support. Additional Information Northeastern University will not provide H-1B, TN, O-1, E-3, or any other type of employment visa sponsorship for the successful applicant to this position, now or in the future. Furthermore, the successful applicant must be able to maintain valid work authorization in the United States throughout the entire appointment without Northeastern University's sponsorship for a visa. Minimum Qualifications Skills and knowledge typically acquired through a bachelor's degree in human resources, business administration, higher education administration, or a related field required; master's degree preferred. 5+ years of relevant experience, ideally in faculty affairs, academic administration, or human resources within a higher education setting. Strong knowledge of faculty appointment structures, visa processing, employment regulations, and compliance policies. Experience managing tenure and promotion processes, part-time faculty hiring, and faculty-related compensation structures. Strong attention to detail, organization, and ability to manage multiple priorities simultaneously. Excellent written and verbal communication skills, with the ability to collaborate effectively with faculty, administrators, and university partners. Experience supervising staff and overseeing administrative processes. Proficiency in Workday, Interfolio, and Microsoft Office/SharePoint. Position Type Human Resources Additional Information Northeastern University considers factors such as candidate work experience, education and skills when extending an offer. Northeastern has a comprehensive benefits package for benefit eligible employees. This includes medical, vision, dental, paid time off, tuition assistance, wellness & life, retirement- as well as commuting & transportation. Visit ************************************* for more information. All qualified applicants are encouraged to apply and will receive consideration for employment without regard to race, religion, color, national origin, age, sex, sexual orientation, disability status, or any other characteristic protected by applicable law. Compensation Grade/Pay Type: 110S Expected Hiring Range: $59,423.00 - $83,934.50 With the pay range(s) shown above, the starting salary will depend on several factors, which may include your education, experience, location, knowledge and expertise, and skills as well as a pay comparison to similarly-situated employees already in the role. Salary ranges are reviewed regularly and are subject to change.

The HR Director will play a critical role as the key HR liaison to the Globe Newsroom and Globe Opinion teams. This role will provide a broad range of strategic HR support to achieve the business objectives, including talent acquisition, organizational development, employee relations, and employee engagement. The successful candidate should have a demonstrated ability to collaborate with senior leaders and managers to assess their needs and define priorities on an ongoing basis. Responsibilities: * Develop and facilitate effective management strategies to enable the organization to thrive while changing. * Be a steward of the BGMP culture. * Understand the company's business and strategy to proactively contribute to business decisions. * Translate business strategy and needs into HR planning in order to best support the business * Cultivate and implement organizational structures and people strategies to improve individual and organizational performance as they are aligned with short-term and long-term goals. * Lead organizational change by working with management to identify business needs and implement appropriate and proactive HR solutions. * Make culture change a business priority, translating the desired culture into specific employee and managerial behaviors. Actively identify gaps, as well as, propose and implement changes as necessary to manage and mitigate risks. * Partner with business leaders to cultivate diverse leadership, talent, and technical capability in the business. * Coach and develop functional leaders. * Drive succession planning processes for key talent and critical hiring needs. * Provide group and one-on-one coaching with managers and employees to support leadership development, business decision-making, human resources management, and problem-solving capabilities. * Identify potential employee relations issues, offer guidance, and provide strategic initiatives in order to promote a productive and engaged workforce. Qualifications: * Bachelor's degree required. * Master in Human Resources, Business or related is desirable. * Over 10 years of demonstrated experience as a Human Resource Partner in complex structures and organizations. Ideally in a Media company or industry * Must be a creative, collaborative partner to managers and employees. * Ability to manage multiple priorities at once and translate the needs of many stakeholders at once. * Must be a systems-thinker who can understand how singular details affect the big picture. * Successful candidate will have proven ability to consider multiple perspectives and use those insights to formulate alternatives/options. * Candidates must be mission driven and have a commitment to the work we do at BGMP. * Have a proven understanding of journalism or a deep interest in learning about it. * Demonstrated experience and capabilities in all areas of technical human resources with a strong focus on labor relations. * Outstanding business acumen with analytical/metrics capabilities. * Strong experience in organization and leadership development. * A track record making the organizations where the candidate has worked, better business environments with better business results due to direct day-to-day involvement in leading the people assets of the organization. * Strong problem solving, organizational and interpersonal communication skills with a high degree of learning agility. * Had the experience of working and leading practices, processes or negotiations in a unionized environment. * Proactive and assertive professional who leads by example. * Leads with humility and is able to engender trust and respect quickly with a reputation for their willingness and ability to roll-up sleeves to get things done. * Vibrant, high-energy, and performance-driven individual who possesses the fortitude to address challenging scenarios. * It is very important to know how to manage difficult conversations and frustrations, in a sensitive working environment. * A willingness to adapt and be audience focused, with a curious mindset and a commitment to creating an inclusive work environment The BGMP office is located in downtown Boston, near Faneuil Hall and Quincy Market, and is easily accessible by MBTA and commuter rail lines. This position is based in Boston, and candidates should be based in the area or willing to move. The candidate should be able to work from the Boston's office in alignment with the Company's policy (Tuesday to Thursday at the office) and be willing to travel to other Company locations (Washington D.C., Rhode Island and others) as applicable. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. EEO Statement: At Boston Globe Media, our mission is to empower, connect, and convene our communities with independent, trusted journalism and storytelling. We know a critical part of achieving this is by having a workforce that is diverse, equitable, and inclusive - like the communities we serve. Boston Globe Media is an equal opportunity employer that welcomes candidates and colleagues of all backgrounds, experiences, perspectives, and skills.