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director of human resources

New York City Bar Association

<div>NEW YORK CITY BAR ASSOCIATION/CITY BAR FUND 
 
POSITION: Director of Human Resources 
DEPARTMENT: Human Resources 
POSITION REPORTS TO: Executive Director, New York City Bar Association 
START DATE: May 2026 
FLSA STATUS: Exempt 
 
The New York City Bar Association, founded in 1870, is a voluntary association of lawyers and law students. The City Bar&rsquo;s mission is to equip and mobilize a diverse legal profession to practice with excellence, promote reform of the law, and uphold the rule of law and access to justice in support of a fair society and the public interest in our community, our nation, and throughout the world. 
 
As the nonprofit 501(c)(3) arm of the New York City Bar Association, the City Bar Fund mobilizes New York City lawyers to do good work for people in need and for the legal profession. The City Bar Fund&rsquo;s four programs &mdash; the City Bar Justice Center, the Cyrus R. Vance Center for International Justice, the Office for Diversity, Equity, Inclusion and Belonging, and the Lawyer Assistance Program &mdash; channel the power of volunteering into positive impact. (Together, we are referred to as the City Bar). 
 
JOB FUNCTION 
The Human Resources Director plays a key leadership role as a strategic partner in managing and enhancing the organization's HR functions, ensuring alignment with our mission-driven culture and strategic objectives. This position oversees HR operations including talent acquisition, labor &amp; employee relations, performance management, compensation and benefits, compliance, and training and development for a staff of approximately 165 employees. This is a highly collaborative role that works with all departments in the organization. The Human Resources Director partners with leadership to foster an inclusive workplace in a professional manner led with respect and fairness. 
 
Areas of responsibility include, but are not limited to: 
 
Strategic HR Leadership:<ul><li>
Develop and implement HR strategies that support the organization&rsquo;s array of business needs and mission goals</li><li>
Collaborate with senior leadership on organizational planning and staff development</li></ul> 

Talent Acquisition &amp; Retention:<ul><li>
Lead recruitment efforts to attract and retain top talent</li><li>
Develop and enhance onboarding and offboarding processes that reflect organizational values 
</li></ul>
Compensation &amp; Benefits:<ul><li>
Review annual salary budget for all staff and make recommendations based on specific roles and compensation scales
</li><li>Partner with Professional Employer Organization (PEO) and work closely with City Bar leadership, including the staff Benefits Committee to consider appropriate benefit programs based on employee needs and organizational budgets</li><li>
Oversee annual enrollment process as well as changes to enrollments throughout the year
</li><li>Administration of compensation, benefits &amp; leave policies and procedures</li><li>
Liaise with payroll to ensure compliance with wage and hour laws and policies</li></ul> 

Performance Management:<ul><li>
Manage performance evaluation processes that reflect departmental mission needs and ensure fair evaluation and professional development</li><li>
Guide managers in addressing performance issues and implementing performance improvement plans, when appropriate 
</li></ul>
Legal Compliance &amp; Policy Management:<ul><li>
Ensure compliance with federal, state, and local employment laws in partnership with the General Counsel
</li><li>Recommend updates to employee handbook on an ongoing basis to ensure HR policies and procedures remain accurate and legally compliant</li><li>
Oversee the organization&rsquo;s reasonable accommodation process for employees and applicants, including engaging in the interactive process, assessing requests, and coordinating with management, legal and third-party administrators as appropriate 
</li></ul>
Employee Relations/Employee Experience:<ul><li>
Serve as a trusted advisor on employee relations and conflict resolution by listening to feedback and acting on it</li><li>
Conduct or oversee workplace investigations and recommend appropriate resolutions consistent with organizational policies</li><li>
Promote an inclusive workplace culture that encourages employees to bring their authentic selves to work</li></ul> 

Labor Relations<ul><li>
Ensure proper administration of leave and benefits in compliance with contract provisions</li><li>
Partner with leadership and union representatives to address workplace issues and maintain productive labor-management relationships</li><li>
Advise leadership on dispute resolution consistent with contract provisions and organizational policies</li><li>
Support collective bargaining negotiations as needed</li></ul> 

Training &amp; Employee Development:<ul><li>
Identify staff learning needs and recommend training and development opportunities for employees at all levels</li><li>
Oversee compliance with mandatory training requirements</li></ul> 

Vendor Management:<ul><li>
Periodically evaluate vendors being used for HR needs to ensure service quality, cost-efficiency, and fit with varied departmental needs and goals</li><li>
Negotiate contract renewals 
</li></ul>
EXPERIENCE/SKILLS/REQUIREMENTS:<ul><li>
Bachelor&rsquo;s degree, or equivalent experience</li><li>
10+ years of progressive Human Resources experience in a variety of areas</li><li>
3+ years of direct management experience</li><li>
Ability to work collaboratively and communicate clearly and effectively with all levels of the organization&rsquo;s workforce
</li><li>Strong knowledge of employment law and experience implementing HR best practices, particularly in a mixed labor environment (union and non-union employees)</li><li>
Ability to balance the needs of the organization while considering employee needs and developing the best outcomes for both</li><li>
Excellent organizational and time management skills</li><li>
Strong project management and problem-solving skills</li><li>
Excellent verbal and written communication skills</li><li>
High attention to detail and deadline driven</li><li>
Proficiency in Microsoft Office Suite and various HR systems including HRIS, performance management systems, applicant tracking systems, compliance tracking, etc. 
</li></ul>
Additional Qualifications/Experience (a plus, but not required):<ul><li>
HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP)</li><li>
Some experience working with or knowledge of non-profit, membership, and/or professional organizations and/or in the legal profession</li><li>
Working knowledge/experience with Professional Employer Organizations (PEOs) and/or selecting PEOs</li></ul> 

Candidates must be authorized to work in the United States. We are not able to sponsor visas for this position. 
 
This is a hybrid position for which candidates generally must be available for 2-3 in-person workdays at our midtown Manhattan offices, with the balance of time being work-from-home. Flexibility is required for the days scheduled to be in the office. The hybrid schedule is subject to review and revision based on changing departmental needs. 
 
COMPENSATION/BENEFITS 
Starting salary for this role is $140,000 - $155,000 based on years and depth of experience. The City Bar&rsquo;s competitive benefits package includes generous paid time off (vacation, personal, sick time, holidays including office closure during the last week of the calendar year through New Year&rsquo;s Day, day off each year for volunteer work, extra time off in the summer), choice of medical plans, dental, vision, 401K, life insurance, commuter benefits program, Employee Assistance Program, short-term/long-term disability insurance, employee discounts, and more! 
 
To apply: It is suggested that qualified applicants include a cover letter, to explain why you are interested in the position, but it is not required to apply. 
 
Note: A minimum of three professional references (including prior supervisors) will be required later on in the process for candidates being given serious consideration. A background check will also be required prior to hire. 
 
We actively seek a diverse applicant pool and encourage candidates of all backgrounds and unique experiences to apply. We welcome diversity of all kinds. It is the policy of the City Bar to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, creed, age, national origin, alienage or citizenship status, gender (including gender identity), sexual orientation, disability, arrest or conviction record, pregnancy, credit history, salary history, caregiver status, marital status, partnership status, or status as a victim of domestic violence, stalking and sex offenses, religion, sex, genetic information, military status, unemployment status or any other characteristic as protected by law. With regard to the Americans with Disabilities Act and other related laws, the organization will endeavor to make reasonable accommodations for persons due to their religious beliefs, disability, pregnancy, childbirth or related medical condition or because the individual was a victim of domestic violence, sexual violence or stalking. 

UETQsi2iFm</div>

Director of Human Resources

firstPRO, Inc

<div>
 
 
 Senior Director of Human Resources
 
 
 
 
 
 
 
 Location:
 
 Bronx or Queens
 
 
 
 Travel:
 
 initially must be able to travel to Pennsauken, NJ 50% of the time, but will decrease overtime
 
 
 
 Work Model:
 
 Fully onsite | Monday&ndash;Friday
 
 
 
 
 
 
 Overview
 
 
 
 A large, enterprise-scale, family-owned organization within the consumer manufacturing and distribution sector is seeking a
 
 Senior Director of Human Resources
 
 to join its leadership team. This is a high-impact, highly visible role designed for an experienced HR leader who thrives in complex, multi-site, unionized environments and is motivated by long-term growth.
 
 
 The Senior Director of HR plays a critical strategic role, serving as a bridge between the Chief Human Resources Officer and Regional HR leadership while driving enterprise-wide HR strategy, consistency, and modernization.
 
 
 
 
 
 
 Why This Role
 
 
 <ul>
 <li>
 Enterprise-level responsibility within a stable, family-owned organization
 </li>
 <li>
 Clear advancement path to VP of HR and long-term executive leadership potential
 </li>
 <li>
 Significant influence over HR strategy, systems, and transformation
 </li>
 <li>
 Opportunity to lead through growth and modernization in a complex operating environment
 </li>
 <li>
 High visibility with senior leadership, executive teams, and Legal
 </li>
 </ul>
 
 
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Provide enterprise-wide leadership across HR operations, strategy, employee relations, and labor relations
 </li>
 <li>
 Serve as the escalation point for complex employee and labor issues
 </li>
 <li>
 Lead and support union relations, including collective bargaining agreement (CBA) negotiation, interpretation, and administration
 </li>
 <li>
 Partner closely with Legal on investigations, compliance matters, and risk mitigation
 </li>
 <li>
 Oversee Regional HR Directors and HR Centers of Excellence
 </li>
 <li>
 Drive modernization of HR systems, operating models, KPIs, and scalable processes
 </li>
 <li>
 Ensure consistency and continuous improvement across:
 </li>
 <li>
 Performance management
 </li>
 <li>
 Succession planning
 </li>
 <li>
 Training and development
 </li>
 <li>
 Onboarding
 </li>
 <li>
 Full employee lifecycle management
 </li>
 <li>
 Support executive-level and strategic talent acquisition
 </li>
 <li>
 Contribute to cross-functional initiatives tied to long-term organizational growth
 </li>
 </ul>
 
 
 
 
 
 Leadership Structure
 
 
 <ul>
 <li>
 Reports directly to the Chief Human Resources Officer
 </li>
 <li>
 Leads a team of senior HR leaders, each managing their own teams
 </li>
 <li>
 Acts as a strategic buffer and advisor between enterprise leadership and regional HR operations
 </li>
 </ul>
 
 
 
 
 
 Ideal Candidate Profile
 
 
 <ul>
 <li>
 10+ years of progressive HR leadership experience at the director or senior director level
 </li>
 <li>
 Proven success in multi-union environments, including hands-on labor relations experience
 </li>
 <li>
 Exposure to client groups of at least 2,000
 </li>
 <li>
 Experience leading HR through transformation, growth, or organizational change
 </li>
 <li>
 Demonstrated ability to build, scale, and mature enterprise HR functions
 </li>
 <li>
 Strong systems orientation with experience implementing:
 </li>
 <li>
 HR operating models
 </li>
 <li>
 Scalable processes
 </li>
 <li>
 Performance metrics and KPIs
 </li>
 <li>
 Trusted partner to Legal and senior leadership on complex HR and labor matters
 </li>
 <li>
 Executive presence with the ability to balance strategic leadership and hands-on execution
 </li>
 <li>
 Long-term mindset aligned with a family-owned, values-driven culture
 </li>
 </ul>
 
 
 
 
 
 Compensation &amp; Benefits
 
 
 <ul>
 <li>
 Base salary range: up to $225,000
 </li>
 <li>
 Bonus eligibility (details dependent on level and performance)
 </li>
 <li>
 Robust retirement program including profit sharing and 401(k) match
 </li>
 <li>
 Monthly cell phone allowance
 </li>
 <li>
 Comprehensive benefits package
 </li>
 </ul>
 
 
</div>

Senior Director Human Resources

Palette Hotels

<div>
 
 
 Company Overview
 
 
 
 Palette is a full‑service hospitality management company built by owners for owners. We support hotel owners with sales &amp; revenue management, operations leadership, PIP/capex expertise, risk management, construction management, human resources, and IT. We currently manage a portfolio of over 20 hotels across multiple states with a growing corporate team. Our mission is to cultivate the full potential of our hotels and our team to deliver best‑in‑class hospitality services. Our vision is to become the preferred management company for brands and owners, achieved through our shared values: People First, Results Driven, and Owner Mindset. We&rsquo;re also a culture of builders: scrappy, entrepreneurial, tech‑forward, remote‑first, and committed to progress, not perfection.
 
 
 
 
 
 
 The Role
 
 
 
 The Senior Director of People Operations is the executive leader responsible for shaping and executing the People &amp; HR vision for a rapidly growing, multi‑state hotel management platform. This role oversees
 
 People Operations, Human Resources, and HR Risk &amp; Compliance
 
 in a people‑first, hospitality‑driven environment. As a key member of the leadership team, you will partner closely with Operations, Finance, and ownership stakeholders to build a high‑performing, values‑aligned workforce that improves both
 
 associate experience and hotel performance
 
 .
 
 
 
 
 
 You will lead a distributed People Ops team (including People Operations managers and Risk/HR Compliance leadership) while supporting both a remote corporate team and diverse on‑property hotel teams.
 
 
 
 
 
 
 This role is ideal for a builder‑leader
 
 : someone who can set strategy, design scalable systems, and also roll up sleeves to solve real problems quickly in a field‑based, hourly workforce environment.
 
 
 
 
 
 
 What Success Looks Like:
 
 
 
 The Senior Director of People Operations is successful at Palette when they consistently demonstrate:
 
 <ol>
 <li>
 
 Ownership &amp; Accountability
 
 &mdash; you take responsibility for outcomes, not just activity.
 </li>
 <li>
 
 Builds Rather Than Maintains
 
 &mdash; you create scalable systems and simplify complexity.
 </li>
 <li>
 
 Curates Culture &amp; Models Values
 
 &mdash; you reinforce
 
 People First / Results Driven / Owner Mindset
 
 in how you lead.
 </li>
 <li>
 
 Thinks Strategically &amp; Executes Iteratively
 
 &mdash; you balance long‑term design with rapid improvement cycles (&ldquo;progress, not perfection&rdquo;).
 </li>
 <li>
 
 Maintains Poise Under Pressure
 
 &mdash; you lead calmly through rapid growth, transitions, and ambiguity.
 </li>
 </ol>
 
 
 
 
 
 Key Responsibilities
 
 
 
 1)
 
 People Strategy &amp; Org Development
 
 
 <ul>
 <li>
 Own the enterprise People strategy and operating model across a multi‑state hotel portfolio.
 </li>
 <li>
 Partner with the CEO and leaders to align People priorities with growth, performance, and operational needs.
 </li>
 <li>
 Lead organizational design, workforce planning, and talent forecasting to support expansion and operational excellence.
 </li>
 <li>
 Build scalable programs and playbooks that work for
 
 remote corporate
 
 and
 
 on‑property hotel
 
 environments.
 </li>
 </ul>
 
 2)
 
 Core HR &amp; People Operations
 
 
 <ul>
 <li>
 Oversee end‑to‑end HR: talent acquisition, onboarding, employee relations, performance management, learning &amp; development partnership, compensation, benefits, and HRIS optimization.
 </li>
 <li>
 Ensure consistent HR practices across properties while allowing for local nuance and state requirements.
 </li>
 <li>
 Drive manager capability: improve how leaders hire, coach, document performance, and address issues early.
 </li>
 </ul>
 
 3)
 
 Leadership &amp; Team Development
 
 
 <ul>
 <li>
 Lead and develop the People Ops organization (People Ops Managers, Risk/HR leadership, Compliance).
 </li>
 <li>
 Establish clear service standards, internal SLAs, and a &ldquo;hospitality‑grade&rdquo; support experience for leaders and associates.
 </li>
 <li>
 Build strong partnerships with GMs and property leaders to improve retention, engagement, and execution at the hotel level.
 </li>
 </ul>
 
 4)
 
 Compliance, Risk &amp; Multi‑State Governance
 
 
 <ul>
 <li>
 Own compliance strategy and governance across federal, state, and local employment laws (multi‑state footprint).
 </li>
 <li>
 Guide HR risk mitigation: workers&rsquo; comp workflows, safety programs, claims management, investigations, audits, and incident reporting.
 </li>
 <li>
 Keep policies/handbooks current and consistent with company values and legal requirements; partner with counsel on complex matters.
 </li>
 </ul>
 
 5)
 
 Culture, Engagement &amp; Employee Experience
 
 
 <ul>
 <li>
 Design and deliver culture initiatives that make &ldquo;People First&rdquo; real at corporate and property levels.
 </li>
 <li>
 Lead engagement listening (surveys, roundtables, action plans) and measurable improvements in retention and manager effectiveness.
 </li>
 <li>
 Create pathways for development, internal mobility, recognition, and performance‑based growth.
 </li>
 </ul>
 
 6)
 
 Compensation, Benefits &amp; People Analytics / HR Tech
 
 
 <ul>
 <li>
 Own compensation philosophy and execution: benchmarking, pay equity, wage strategy, incentives where appropriate, and scalable job architecture.
 </li>
 <li>
 Evaluate and optimize benefits to support well‑being and retention.
 </li>
 <li>
 Drive HR technology improvements: HRIS/payroll/PEO optimization, reporting, dashboards, and decision support.
 </li>
 </ul>
 
 
 
 
 
 Qualifications
 
 
 <ul>
 <li>
 10+ years progressive HR/People Operations leadership experience, including multi‑site and multi‑state oversight.
 </li>
 <li>
 Hospitality, hotels, or a distributed service industry experience strongly preferred (hourly + salaried workforce).
 </li>
 <li>
 Demonstrated ability to build scalable HR systems in a high‑growth environment (not just &ldquo;run HR&rdquo;).
 </li>
 <li>
 Strong employee relations judgment; able to manage complex investigations, performance situations, and leader coaching.
 </li>
 <li>
 Deep knowledge of employment law and practical compliance operations across multiple states.
 </li>
 <li>
 Experience implementing and optimizing HR tech ecosystems (HRIS/Payroll/PEO).
 </li>
 <li>
 Executive‑level communication and influence: can partner with C‑suite, GMs, and field leaders with credibility.
 </li>
 </ul>
 
 
 Travel:
 
 Ability to travel to hotel locations as needed.
 
 
 
 Working hours:
 
 Remote role; must maintain office hours that effectively support multiple U.S. time zones.
 
 
 
 Nice‑to‑Have
 
 
 <ul>
 <li>
 SHRM‑CP/SCP, PHR/SPHR, or similar certifications.
 </li>
 <li>
 Experience scaling manager training / frontline leadership development.
 </li>
 <li>
 Experience building compensation programs for field operations (wage strategy, pay bands, incentive structures).
 </li>
 </ul>
 
 
 
 
 
 Compensation and Benefits
 
 
 <ul>
 <li>
 
 Salary: $135,000 - $150,000
 
 </li>
 <li>
 Medical, Dental, Vision
 </li>
 <li>
 401(k) with employer match
 </li>
 <li>
 Basic life insurance
 </li>
 <li>
 Cell phone reimbursement
 </li>
 <li>
 Flexible PTO program
 </li>
 </ul>
 
 
 
 
 
 Equal Opportunity / Workplace Policies
 
 
 
 Palette Hotels is an equal opportunity employer and prohibits unlawful discrimination based on any protected classification under applicable federal, state, and local laws. We maintain a drug‑free workplace. Palette participates in E‑Verify after offer acceptance and completion of Form I‑9.
 
</div>

Senior Director of People Operations

Pets+People Consumer Products

<div>
 
 At Pets + People, we make tails wag and customers smile with products brought to market through strategic licensing and innovation. Our brands make everyday life fresh, fun, and user-friendly for the whole family. Our team of over 80 dedicated employees is headquartered in New York City with both national and global support. With our background, experience, and network, we are uniquely positioned to extend the reach of any brand to a new market. &ldquo;We&rsquo;ve been a pioneer in licensing since 2008, translating favorite brands into practical "pet" applications. In 2014, we expanded our vision into new markets within the "people" sector. Now, we are leveraging our long track record of success and applying it both to pets + people.&rdquo; &ndash; Steven Shweky, Top Dog
 
 
 
 
 
 
 Director of HR &amp; Talent Acquisition
 
 
 
 We are seeking a strategic, forward-thinking Human Resources Director to serve as a key advisor to executive leadership and drive our people strategy during a period of rapid growth. This role will function as a trusted business partner to senior management, aligning talent, culture, and organizational development initiatives with overall business objectives.
 
 
 The Human Resources Director will lead the development of scalable people strategies, strengthen organizational capability, and ensure we attract, develop, and retain top talent. This individual will champion a high-performance culture, proactively anticipate organizational needs, and build the infrastructure necessary to support continued expansion.
 
 
 
 
 
 
 What You Will Do
 
 
 
 
 
 <ul>
 <li>
 Serve as a strategic advisor to executive leadership, providing insight and guidance on organizational design, workforce planning, talent strategy, and business growth initiatives
 </li>
 <li>
 Design and implement forward-looking HR strategies that align with company objectives and support long-term scalability
 </li>
 <li>
 Lead and evolve the full talent acquisition strategy to attract high-caliber talent aligned with our culture and growth goals
 </li>
 <li>
 Drive performance management processes that promote accountability, engagement, and continuous development
 </li>
 <li>
 Partner with department leaders to identify capability gaps and implement targeted learning and career development programs
 </li>
 <li>
 Champion company culture and employee engagement initiatives that reinforce our values and strengthen retention
 </li>
 <li>
 Oversee onboarding and leadership development programs to ensure strong integration and long-term success
 </li>
 <li>
 Ensure compliance with all federal, state, and local employment laws while proactively mitigating organizational risk
 </li>
 <li>
 Provide oversight of payroll, benefits administration, and total rewards strategy to ensure competitive and equitable programs
 </li>
 <li>
 Lead internal communications related to HR policies, organizational updates, and change management initiatives
 </li>
 <li>
 Oversee the Office Operations Manager and ensure operational excellence across workplace functions
 </li>
 </ul>
 
 
 
 
 
 What You Bring
 
 
 
 
 
 <ul>
 <li>
 8+ years of progressive Human Resources leadership experience, including strategic partnership with executive teams
 </li>
 <li>
 Demonstrated success operating in high-growth, fast-paced environments where adaptability and scalability are critical
 </li>
 <li>
 Deep knowledge of U.S. employment law and risk management best practices
 </li>
 <li>
 Strong business acumen with the ability to connect people strategy to financial and operational outcomes
 </li>
 <li>
 Proven ability to anticipate challenges, think critically, and implement proactive solutions
 </li>
 <li>
 Sound judgment and the ability to make independent, high-impact decisions
 </li>
 <li>
 Exceptional communication and influencing skills across all levels of the organization
 </li>
 <li>
 Experience in the CPG industry preferred, but not required
 </li>
 </ul>
 
 
</div>

Director of HR and Talent Acquisition

Christian Dior Couture

<div>
 Position
 
 
 
 JOB TITLE:
 
 Manager, Human Resources, Corporate
 
 
 
 REPORTS TO:
 
 Director, Human Resources, Corporate
 
 
 
 Job Purpose
 
 
 
 Based in our New York office, the Human Resources Manager, Corporate performs a wide variety of Human Resources Business Partner (HRBP) duties throughout the employee lifecycle, ensuring that all is handled confidentially with tact, professionalism, and maturity. This individual should have strong interpersonal skills coupled with strong initiative, independent judgment, and possess strong analytical and organizational skills. This role will work closely with corporate business partners including Finance, Store Planning, IT, Supply Chain, Visual Merchandising, Fine Jewelry and Timepieces, Legal, and Next Gen Talent, as well as the broader HR team and executive leadership team.
 
 
 Job responsibilities
 
 
 
 Talent Management And Development
 
 
 
 <ul>
 <li>
 Act as a strong thought-leader and subject matter expert on HRBP topics, including Talent Development and Performance Management strategies.
 </li>
 <li>
 In partnership with the Talent Development team, identify learning and development needs for corporate teams.
 </li>
 <li>
 Proactively communicate and drive talent management, development, retention, and succession planning for corporate teams.
 </li>
 <li>
 Support Organization Management Review (OMR) and career mobility processes.
 </li>
 <li>
 Support annual review processes in partnership with the Director, Human Resources, Corporate.
 </li>
 <li>
 Drive employee engagement across the organization by developing and managing programs that motivate and inspire employees.
 </li>
 <li>
 Lead on Performance Management training tools and key concepts.
 </li>
 <li>
 Lead career conversations with corporate talent.
 
 
 </li>
 </ul>
 
 Hr Project Management &amp; Next Gen
 
 
 
 <ul>
 <li>
 Supervise the next generation talent strategy, including actively supporting the Trainee program and other initiatives aimed at developing emerging talent.
 </li>
 <li>
 Contribute to and, at times, own various HR projects, including HR transformation initiatives, cross-functional HR projects, and other strategic HR programs.
 </li>
 <li>
 Conduct research and analysis to support the development and implementation of new HR policies, programs, and systems.
 </li>
 <li>
 Collaborate with HR and business leaders to define project scopes, objectives, and deliverables, ensuring alignment with organizational goals.
 
 
 </li>
 </ul>
 
 Employee Relations
 
 
 
 <ul>
 <li>
 Responsible for leading Employee Relations topics and investigations, using effective interviewing and documentation techniques.
 </li>
 <li>
 Responsible for communicating regularly regarding pending investigations and provide timely investigation reports with supporting documentation for all completed investigations.
 </li>
 <li>
 Partner with the Legal team and Asset Protection team in conducting investigations and HR leaders to provide advice and facilitate prompt and effective resolution of workplace matters.
 </li>
 <li>
 Analyze employee relations trends with HR Leaders and help develop proactive strategies, solutions, programs, and policies.
 </li>
 <li>
 Develop effective relationships with HR Leaders to promote positive employee relations throughout the organization to ensure a high level of employee satisfaction and engagement.
 </li>
 <li>
 Report employee relations cases in the internal employee relations tracker.
 
 
 </li>
 </ul>
 
 Other Hr Generalist Responsibilities
 
 
 
 <ul>
 <li>
 Partner with HR Controlling team in staff cost budget planning.
 </li>
 <li>
 Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
 </li>
 <li>
 Continuously align HR practices with business goals.
 </li>
 <li>
 Review processes and policies and make proposals for improvement as necessary.
 </li>
 <li>
 Collaborate with the Director, Human Resources, Corporate, as well as LVMH HR Business Partners to ensure best practices.
 
 
 </li>
 </ul>
 Profile
 
 
 
 Skills And Competencies
 
 
 
 <ul>
 <li>
 Ability to prioritize and multi-task in a highly complex work environment.
 </li>
 <li>
 Ability to take initiative and work independently at times.
 </li>
 <li>
 Ability to maintain confidentiality and to exercise discretion and professionalism with sensitive information.
 </li>
 <li>
 Ability to organize and keep track of important documents.
 </li>
 <li>
 Ability to deliver information in a clear, concise manner.
 </li>
 <li>
 Credibility and integrity in communications.
 </li>
 <li>
 Ability to communicate effectively by phone and in person.
 
 
 </li>
 </ul>
 
 Requirements
 
 
 
 <ul>
 <li>
 At least 5 years of relevant experience.
 </li>
 <li>
 Bachelor&rsquo;s Degree.
 </li>
 <li>
 Strong knowledge of US labor laws.
 </li>
 <li>
 Demonstrated experience in the various HR functional areas, especially talent management, development, employee relations, and HR project management.
 </li>
 <li>
 Excellent written and verbal communication skills.
 </li>
 <li>
 Strong planning, organizational, and analytical skills.
 </li>
 <li>
 Proficiency in Excel, PowerPoint, and Microsoft Word.
 </li>
 <li>
 Occasional travel may be required.
 
 
 </li>
 </ul>
 Additional information
 
 
 The selected candidate will be offered a base salary within the range of $100k-125k, plus bonus eligibility. The salary offered will be dependent upon the candidate&rsquo;s relevant skills and experience. Christian Dior Inc. offers comprehensive benefit plans such as medical, dental, vision, Flexible Spending Accounts, and short and long-term disability.
 
 
 Additional employee perks include, but are not limited to employee discount program, various paid time off, volunteer time off, holidays, mental health and wellbeing support, family friendly benefits, reproductive health care, child and elder care services, commuter benefits, 401k plans with an employer contribution matching plan, employee referral program, and more.
 
 
 
 Additional Information
 
 
 
 Christian Dior was the designer of dreams. In founding his House in 1947, marked by the revolution of the New Look, he metamorphosed his reveries into wonderful creations. Christian Dior Couture, the House of Dreams, is recognized for its French heritage and vibrant culture sublimating its unique Savoir-faire and Creativity through empowering "metiers d&rsquo;art&rdquo;. Our Maison is a destination for sustainable growth &amp; success where we shape the future of our Talents in a positive, authentic &amp; generous environment. We bloom &amp; deliver excellence with passion, determination, courage &amp; optimism to offer meaningful &amp; daring codes.
 
 
 Christian Dior Couture is part of the LVMH Group, where People Make the Difference. We value, celebrate, and welcome each unique talent and strive to create an inclusive environment providing all employees a sense of purpose. Beyond your role, we recognize the importance and passion of creating communities with shared values that enrich and impact beyond our organization. As an employee, you will have an opportunity to engage in our employee-led communities such as Sustainability, Diversity, Equity and Inclusion, and Corporate Social Responsibility.
 
 
 Christian Dior Couture provides equal employment opportunities to all employees as part of the LVMH Group, which attaches great importance to ensuring that its Maisons and their partners share a set of common rules, practices, and principles with respect to ethics, social responsibility, and protection of the environment.
</div>

Manager, Human Resources, Corporate

NBCUniversal

<div>
 
 NBCUniversal is one of the world's leading media and entertainment companies. We create world-class content, which we distribute across our portfolio of film, television, and streaming, and bring to life through our global theme park destinations, consumer products, and experiences. We own and operate leading entertainment and news brands, including NBC, NBC News, NBC Sports, Telemundo, NBC Local Stations, Bravo, and Peacock, our premium ad-supported streaming service. We produce and distribute premier filmed entertainment and programming through our powerhouse film and television studios, including Universal Pictures, DreamWorks Animation, and Focus Features, and the four global television studios under the Universal Studio Group banner, and operate industry-leading theme parks and experiences around the world through Universal Destinations &amp; Experiences, including Universal Orlando Resort, home to Universal Epic Universe, and Universal Studios Hollywood. NBCUniversal is a subsidiary of Comcast Corporation. Visit www.nbcuniversal.com for more information.
 
 
 
 
 Our impact is rooted in improving the communities where our employees, customers, and audiences live and work. We have a rich tradition of giving back and ensuring our employees have the opportunity to serve their communities. We champion an inclusive culture and strive to attract and develop a talented workforce to create and deliver a wide range of content reflecting our world.
 
 
 
 
 
 
 Job Description
 
 
 
 
 
 Here you can:
 
 
 
 
 
 The Global Advertising Sales &amp; Partnerships (Ad Sales) organization is looking for an HR Coordinator to join their team! The HR Coordinator will perform a broad range of client support activities including employee interaction, Human Resources administration, and project work. This position is also responsible for interfacing and problem solving with several business partners such as Talent Acquisition, Finance, Benefits, Payroll, HR Operations, and Corporate Human Resources. This position will manage administrative and coordination support for the team including workflow forms, payroll processing, SAP updates, meeting/event planning and prep.
 
 
 
 
 
 What you&rsquo;ll do:
 
 
 
 
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 Provide administrative and coordination support to help drive strategic HR initiatives that cut across the Global Advertising Sales &amp; Partnerships portfolio.
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 Provide broad support to the team, to include scheduling and setting up logistics for meetings, maintaining distribution lists and shared drives, keeping organization charts current and providing general support as needed.
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 Become a primary user for SAP HR transactions, including onboarding and off-boarding, workflow forms, regular and ad hoc reporting, security audits, and other data validation or reporting exercises.
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 Learn and leverage HR policies and practices and be on point to answer and/or refer employee questions about Payroll, Benefits, Work/Life, Employee Perks, PTO, Company Policies, etc.
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 Run regular and ad hoc reports from HR systems in support of the HR team.
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 Work on special projects as needed, frequently synthesizing data into a cohesive story.
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 Maintain a high degree of confidentiality and discretion regarding business matters, data and documents.
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 Work on special assignments and projects as assigned.
 
 
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 Qualifications
 
 
 
 
 
 What you&rsquo;ll need:
 
 
 
 
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 1+ years of work experience
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 Bachelor&rsquo;s Degree OR equivalent work experience
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 Proficient knowledge of Microsoft Excel, PowerPoint, and Outlook
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 Desired Characteristics:
 
 
 
 
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 Extremely flexible, highly organized, and able to easily shift priorities, while demonstrating excellent follow through and attention to detail
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 Customer-service oriented and ability to quickly and accurately answer employee questions
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 Team-player who is hungry to learn and eager to jump in on any assignment.
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 Exceptional communication skills and the professional savvy of communicating at all levels
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 Someone with a strong interest in a career in Human Resources and the media industry
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 Come join us if you are:
 
 
 
 
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 Able to maintain confidentiality and use discretion
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 Strong in interpersonal &amp; communication skills with an ability to interact with people at all levels
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 Someone who demonstrates accountability, thinks critically, independently, and presents solutions
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 A self-starter who takes initiative
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 Resourceful and able to anticipate/see around corners
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 Able to adapt quickly in a fast-paced, dynamic work environment
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 Have excellent organizational skills
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 Process orientated, detail oriented, and have great follow through skills
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 Can prioritize responsibilities
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 Customer service orientated
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 Interested in a career in HR
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 Eligibility Requirements:
 
 
 
 
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 Interested candidates must apply to be considered
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 Must be willing to work in New York, NY a minimum of 4 days/week
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 Must be willing to work overtime when required
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 Must be willing to travel for work related business if necessary
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 Must have unrestricted work authorization to work in the United States
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 Must be 18 years or older
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 Hybrid
 
 : This position currently has a hybrid schedule, which requires contributing from the office a minimum of four days per week. The Company reserves the right to change in-office requirements at any time.
 
 
 
 
 This position is eligible for company sponsored benefits, including medical, dental and vision insurance, 401(k), paid leave, tuition reimbursement, and a variety of other discounts and perks. Learn more about the benefits offered by NBCUniversal by visiting the Benefits page of the Careers website. Salary range: $55,000 - $65,000.
 
 
 
 
 
 
 
 
 
 
 Additional Information
 
 
 
 
 As part of our selection process, external candidates may be required to attend an in-person interview with an NBCUniversal employee at one of our locations prior to a hiring decision. NBCUniversal's policy is to provide equal employment opportunities to all applicants and employees without regard to race, color, religion, creed, gender, gender identity or expression, age, national origin or ancestry, citizenship, disability, sexual orientation, marital status, pregnancy, veteran status, membership in the uniformed services, genetic information, or any other basis protected by applicable law.
 
 
 
 
 If you are a qualified individual with a disability or a disabled veteran and require support throughout the application and/or recruitment process as a result of your disability, you have the right to request a reasonable accommodation. You can submit your request to AccessibilitySupport@nbcuni.com.
 
 
 
</div>

Coordinator, Human Resources

PJT Partners

<div>
 PJT Partners is a global advisory-focused investment bank. Our team of senior professionals delivers a wide array of strategic advisory, shareholder advisory, restructuring and special situations and private fund advisory and placement services to corporations, financial sponsors, institutional investors and governments around the world. We offer a unique portfolio of advisory services designed to help our clients achieve their strategic objectives. We also provide, through PJT Park Hill, private fund advisory and fundraising services for alternative investment managers, including private equity funds, real estate funds and hedge funds.
 
 
 From the beginning, PJT Partners has firmly believed that having the best people is key to building an enduring franchise. Our perspective was, and remains, that a great team brings in both top tier clients and appeals to a wide-range of diverse, talented colleagues. Fostering an inclusive culture, which welcomes differing perspectives and beliefs, enables us to provide the best advice and insights to our clients.
 
 
 To learn more about PJT Partners, please visit our website at www.pjtpartners.com.
 
 
 
 Responsibilities
 
 
 
 PJT Partners is seeking to hire a Vice President, HR Operations, Payroll &amp; Benefits. The successful candidate will help drive excellence in HR processes, payroll, and benefits, and must possess a strong understanding of basic accounting and tax principles as they relate to the broader firm&rsquo;s reporting of expenses. Success in this role requires effective cross-functional collaboration within HR, Finance, and other corporate teams, ensuring that HR operations align with the firm&rsquo;s business objectives.
 
 
 
 Primary Responsibilities Include
 
 
 
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 Support the Head of HR Operations in overseeing all aspects of HR service delivery, including payroll, benefits administration, HR systems;
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 Lead and mentor a team of HR professionals, ensuring high standards of service and continuous professional development;
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 Develop, implement and optimize HR policies, procedures, and processes in accordance with best practices and regulatory requirements;
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 Oversee HR reporting and audit activities, maintaining up-to-date knowledge of relevant labor laws and regulations;
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 Drive HR technology initiatives, including system upgrades and process automation, to enhance efficiency and employee experience;
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 Act as a trusted advisor to business leaders and employees, providing guidance on benefits and best practices;
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 Collaborate with other HR verticals (business partners, recruiters, compensation and data) and the Finance team;
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 Lead or support HR projects and change management initiatives, ensuring successful implementation and stakeholder engagement;
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 Serve as deputy to the Head of HR Operations, stepping in as needed and representing the department in key meetings;
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 Oversee the tracking, management, and reporting of non-compensation-related HR expenses, ensuring transparency and alignment with forecasts. Regularly update forecasts to reflect actual and projected spend;
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 Lead the preparation and delivery of regular reports on global payroll tax and benefits spend, collaborating with Finance and ensuring compliance with local and international regulations.
 
 
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 Qualifications
 
 
 
 PJT Partners seeks to hire individuals who are highly motivated, intelligent and have demonstrated excellence in prior endeavors.
 
 
 
 In Addition, Qualified Candidates Will Possess The Following
 
 
 
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 Bachelor&rsquo;s degree in Accounting, Business Administration or a related field.
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 10+ years of progressive HR operations experience, with at least 3 years in a leadership role, ideally within financial services, family office or a similar professional environment;
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 1-2 years of experience/exposure to tax;
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 Strong knowledge of HR practices, benefits and compliance requirements in relevant jurisdictions;
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 Proven experience managing HR teams and driving process improvements;
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 Excellent communication, interpersonal and leadership skills;
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 Proficiency with HRIS and data analytics tools; experience with Workday is a plus;
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 Ability to manage multiple priorities, work under pressure and maintain confidentiality and discretion;
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 Strong problem-solving and organizational skills;
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 Attention to detail and analytical acumen.
 
 
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 Expected annualized base salary of $160,000 to $185,000.
 
 
 This range represents the low and high ends of the expected annualized base salary for this position. The specific base salary received by any employee will be informed by a number of factors, including but not limited to, role level and scope, location, candidate&rsquo;s relevant qualifications, skills and experience. Base salary is one component of PJT Partners&rsquo; compensation structure. In addition to base salary, PJT Partners&rsquo; compensation structure may include additional rewards, incentives and benefits, including but not limited to, a discretionary bonus component.
 
 
 
 PJT is an equal opportunity employer. We do not discriminate on the basis of, and will consider all qualified applicants for employment without regard to race, color, religious creed, religion, sex, pregnancy, national origin, ancestry, citizenship status, age, marital or partnership status, sexual orientation, gender identity expression, disability, medical condition, genetic information or predisposition, veteran or military status, status as a victim of domestic violence, a sex offense or stalking, or any other category protected by law. PJT Partners also complies with all applicable laws with regard to providing reasonable accommodation of disabilities to applicants. For more information or to request an accommodation, please contact Human Resources.
 
 
 
 
 
 California Applicants:
 
 
 
 PJT Partners will consider for employment qualified applicants with arrest and/or conviction records in a manner consistent with applicable law including, but not limited to, the San Francisco Fair Chance Ordinance and/or Los Angeles Fair Chance Initiative for Hiring Ordinance.
 
 
 
 
 Applicant Privacy Notice
 
 
 
 
 View our Applicant Privacy Notice
 
 https://info.pjtpartners.com/PJT_Global_Applicant_Privacy_Notice
 
 here. If you are a California resident, please refer to our California Applicant Privacy Notice
 
 https://info.pjtpartners.com/California_Applicant_Privacy_Notice
 
 for further information.
 
 
 
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 In order to be considered, please ensure your resume/CV is submitted in PDF format.
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</div>

Vice President - Human Resources (HR Operations, Payroll & Benefits)

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