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City University of New York

<div>Employee &amp; Labor Relations Manager, Office of Facilities Operations and Emergency Response
POSITION DETAILS
The City University of New York&rsquo;s(CUNY) departmentof Facilities Planning, Construction and Management (FPCM) is seeking anEmployee&amp; LaborRelationsManagerto support the Office of Facilities Operation and Emergency Response. The newly envisioned shared facilities services model will operate through university&rsquo;s four regional maintenance hubs, supported by the business and administration teams operating from the facilities central office. The strategic goal of the shared facilities services is to ensure a standardized professional level of facility operations and centralized oversight for the maintenance and upkeep of CUNY&rsquo;s portfolio of 300 buildings and 26M square feet of educational facilities.
Reporting to the Director of Human Resources and Labor Relations,the Employee &amp; Labor Relations Managerfocuses on employee relations case management, conflict resolution, and the application of collective bargaining agreements. The Manager serves as a key contact for employees and supervisors, ensuring fair and consistent HR practices.
Responsibilities include but are not limited to the following:
<ul><li>Manage day-to-day employee and labor relations matters, including grievances, disciplinary actions, and separations.</li></ul>
<ul><li>Conduct investigations, including intake, fact-finding, reporting, and preparation for union hearings and settlements.</li></ul>
<ul><li>Provide coaching and guidance to employees and managers on workforce topics such as performance management, ethics, and workplace conduct.</li></ul>
<ul><li>Contributes towards the development and attainment of short- and long-term departmental goals.</li></ul>
<ul><li>Participates in the design and conduct delivery of training programs on HR and labor relations topics; recommend tailored learning solutions for performance improvement.</li></ul>
<ul><li>Analyze HR metrics and trends to support decision-making and improve workplace culture.</li></ul>
<ul><li>Perform special projects and related duties as assigned.</li></ul>
NOTE:
Until further notice, this position is eligible for a hybrid work schedule.
QUALIFICATIONS
Minimum Qualifications
Bachelor's Degree and six years' related experience required.
Preferred Qualifications
<ul><li><div>HRCI or SHRM certification.</div></li>
<li><div>
Demonstrated HR managerial experience in a unionized environment within a higher education setting.</div></li>
<li><div>
Proven ability to research, interpret, and apply collective bargaining agreements, personnel rules, and regulations.</div></li>
<li><div>
In-depth knowledge of higher education employment laws and regulations, including NYC and NYS labor contracts, public sector labor laws, and federal and state employment and labor laws and compliance requirements.</div></li>
<li><div>
Demonstrated conflict resolution and mediation skills, including experience conducting investigations, drafting investigative reports, and presenting findings.</div></li>
<li><div>
Exceptional writing, editing, note-taking, and proofreading skills, with the ability to prepare investigative reports, grievance decisions, and professional correspondence tailoring tone to varied internal/external audiences.</div></li>
<li><div>
Meticulous detail orientation and accuracy with exceptional critical analysis, research and evaluation skills.</div></li>
<li><div>
Commitment to customer service excellence with strong organizational and follow-through skills to develop and execute work plans, prioritize work, manage multiple concurrent assignments and meet deadlines in a confidential and time-sensitive office.</div></li>
<li><div>
Strong work ethic and professional poise, with the ability to maintain integrity, confidentiality, and discretion while navigating complex and sensitive organizational dynamics with diplomacy and tact.</div></li>
<li><div>
Empathetic and collegial team player fostering a positive and inclusive team culture, while supporting the success of others.</div></li>
<li><div>
Pro-active, collaborative, and adaptable approach with strong listening, facilitation, presentation, and cross-cultural communication skills to foster and nurture productive relationships with diverse internal and external stakeholders.</div></li>
<li><div>
Advanced computer proficiency, including Microsoft Office Suite (Word, Excel, PowerPoint, Outlook), Office 365, PeopleSoft, Workday, Applicant Tracking Systems, and virtual collaboration tools such as MS Teams, Zoom, and WebEx.</div></li>
</ul>
CUNY TITLE OVERVIEW
Manages a portfolio of Human Resources programs and operations at the College level.
<ul><li><div>Assumes responsibility for delivery of one or more human resources programs, which may include recruitment, performance management, labor relations, pay administration, recordkeeping, and/or human resources technology</div></li>
<li><div>
Manages staff responsible for carrying out operations in the Human Resources office</div></li>
<li><div>
Directly supports College department chairs and managers in staff planning, recruiting, hiring, and resolving sensitive personnel issues regarding their employees</div></li>
<li><div>
Provides guidance on the impact of laws and regulations, CUNY policies, and collective bargaining agreements</div></li>
<li><div>
Provides outreach to employees and provides communications such as meetings, newsletters, and web sites</div></li>
<li><div>
Compiles accurate and well-organized reports</div></li>
<li><div>
Assists management with developing policies, procedures, and programs to support Human Resources' objectives</div></li>
<li><div>
Performs related duties as assigned.</div></li>
</ul>
Job Title Name: HR Manager
CUNY TITLE
Higher Education Associate
FLSA
Exempt
COMPENSATION AND BENEFITS
The salary range is $102,408 - $113,982 , commensurate with credentials, education, and experience.
CUNY is in the process of implementing salary schedule increases. Once implemented, salaries of eligible employees will be adjusted by 3.5% effective 9/1/26, in accordance with the terms of the PSC-CUNY collective bargaining agreement.
CUNY's benefits contribute significantly to total compensation, supporting health and wellness, financial well-being, and professional development. We offer a range of health plans, competitive retirement/pension benefits and savings plans, tuition waivers for CUNY graduate study and generous paid time off. Our staff also benefits from the extensive academic, arts, and athletic programs on our campuses and the opportunity to participate in a lively, diverse academic community in one of the greatest cities in the world.
HOW TO APPLY
For full consideration, submit a cover letter and resume online via CUNY's web-based job system, addressing how your experience and credentials meet the responsibilities and qualifications outlined.
The direct link to the job opening from external sources is:
https://hrsa.cunyfirst.cuny.edu/psc/erecruit/EMPLOYEE/HRMSCG/c/HRS_HRAM_FL.HRS_CG_SEARCH_FL.GBL?Page=HRS_APP_JBPST_FL&amp;Action=U&amp;FOCUS=Applicant&amp;SiteId=1&amp;JobOpeningId=31246&amp;PostingSeq=1
Current CUNY employees are strongly encouraged to apply and must do so through CUNYfirst Employee Self Service using their login credentials. After you login, click the Careers tile on the Employee Self Service Menu page to view job openings.
CLOSING DATE
Open until filled.
JOB SEARCH CATEGORY
CUNY Job Posting: Managerial/Professional
EQUAL EMPLOYMENT OPPORTUNITY
CUNY encourages people with disabilities, minorities, veterans and women to apply. At CUNY, Italian Americans are also included among our protected groups. Applicants and employees will not be discriminated against on the basis of any legally protected category, including sexual orientation or gender identity. EEO/AA/Vet/Disability Employer.
Job ID: 31246
Location: Central Office
Job Type: Full-Time</div>

Employee & Labor Relations Manager, Office of Facilities Operations and Emergency Response

kate spade new york

<div>
 Since its launch in 1993 with a collection of six essential handbags, Kate Spade New York has always been colorful, bold, and optimistic. Today, it is a global lifestyle brand that designs extraordinary things for the everyday, delivering seasonal collections of handbags, ready-to-wear, jewelry, footwear, home d&eacute;cor, and more. Known for its rich heritage and unique brand DNA, Kate Spade New York offers a distinctive point of view and celebrates communities of women around the globe who live their perfectly imperfect lifestyles.
 
 
 Kate Spade New York is part of the Tapestry portfolio &ndash; a global house of brands committed to stretching what&rsquo;s possible.
 
 
 A member of the Tapestry family, we are part of a global house of brands that has unwavering optimism and is committed to being innovative and wholly inclusive.
 
 
 Primary Purpose: The Manager, Human Resources will serve as a trusted partner to business leaders, providing comprehensive HR generalist support across the employee lifecycle for corporate functions. The Manager acts as an operational partner to functional leaders, ensuring HR processes are executed efficiently, compliantly, and with a focus on employee experience. The position is based in our New York City headquarters (hybrid: 3 days/week in office, Tues&ndash;Thurs) and reports to the Senior Director, HR Business Partner.
 
 
 
 Key Responsibilities
 
 
 
 Employee Lifecycle Management
 
 
 <ul>
 <li>
 Serve as the first point of contact for performance management and employee relations issues, providing guidance and ensuring fair and consistent application of policies.
 </li>
 <li>
 Oversee day-to-day HR operations including onboarding, job changes, relocations, promotions, and exits in partnership with HR Business Partners.
 </li>
 <li>
 Manage execution of cyclical HR programs (e.g., engagement surveys, year-end processes)
 </li>
 <li>
 Partner with Total Rewards to administer compensation programs, salary adjustments, and annual merit processes.
 </li>
 <li>
 Collaborate with Talent Acquisition to ensure timely and effective hiring for open positions.
 </li>
 <li>
 Provide guidance on job descriptions, salary ranges, and internal mobility.
 </li>
 <li>
 Provide guidance to employees on LOA and benefits programs and assist with escalated inquiries.
 
 
 </li>
 </ul>
 Employee Relations &amp; Support
 
 
 <ul>
 <li>
 Provide guidance on policy interpretation, employee relations issues, and conflict resolution.
 </li>
 <li>
 Conduct investigations and recommend solutions for employee concerns in compliance with company policies and legal requirements. Partner with Employee Relations team for escalated issues.
 </li>
 <li>
 Ability to relate, influence, and coach employees at all levels in the organization
 </li>
 <li>
 Partner with leaders to foster a positive work environment and drive employee engagement initiatives.
 
 
 </li>
 </ul>
 Talent Management &amp; Development
 
 
 <ul>
 <li>
 Support performance management processes, including goal setting, mid-year and year-end reviews, and development planning.
 </li>
 <li>
 Partner with Learning &amp; Development to identify training needs and facilitate employee development programs.
 </li>
 <li>
 Assist in succession planning and talent review processes.
 </li>
 <li>
 Support cross-functional collaboration and matrixed leadership models by partnering with HR peers to ensure aligned, cohesive talent and development strategies
 
 
 </li>
 </ul>
 Organizational Development &amp; Change Leadership
 
 
 <ul>
 <li>
 Partner with HR Business Partners to assist in developing organization design recommendations and support end-to-end implementation of new structures ensuring alignment structure with strategic priorities and operational effectiveness.
 </li>
 <li>
 Coordinate change management initiatives including communication planning, stakeholder engagement, and resourcing.
 </li>
 <li>
 Champion a high-performance, inclusive culture that supports innovation and agility
 
 
 </li>
 </ul>
 Operational Excellence
 
 
 <ul>
 <li>
 Monitor and analyze HR metrics to inform decision-making and continuous improvement.
 </li>
 <li>
 Ensure accurate and timely updates in HRIS systems and maintain employee records.
 </li>
 <li>
 Ensure compliance with global policies and local labor regulations.
 </li>
 <li>
 Partner with Finance and Legal on budget planning, risk mitigation, and governance.
 
 
 </li>
 </ul>
 The accomplished individual will possess&hellip;.
 
 
 <ul>
 <li>
 5+ years of progressive HR experience, including employee relations, performance management, and HR operations preferred; equivalent combination of education and experience will be considered.
 </li>
 <li>
 HR certification (PHR/SPHR or SHRM-CP/SCP) preferred.
 </li>
 <li>
 Strong knowledge of employment laws and HR best practices.
 </li>
 <li>
 Excellent interpersonal, communication, and problem-solving skills.
 </li>
 <li>
 Ability to manage multiple priorities in a fast-paced environment.
 </li>
 <li>
 Experience managing cross-functional projects and initiatives
 </li>
 <li>
 Experience with Microsoft platforms (Word, Excel, PowerPoint, Visio &amp; Teams), and HR people platforms (Workday a plus)
 
 
 </li>
 </ul>
 An outstanding professional will have...
 
 
 <ul>
 <li>
 Experience in change management.
 </li>
 <li>
 Strong analytical skills with the ability to interpret HR metrics and trends.
 </li>
 <li>
 Workday experience
 
 
 </li>
 </ul>
 
 Our Competencies for All Employees
 
 
 
 <ul>
 <li>
 Courage: Doesn&rsquo;t hold back anything that needs to be said; provides current, direct, complete, and &ldquo;actionable&rdquo; positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
 </li>
 <li>
 Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
 </li>
 <li>
 Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
 </li>
 <li>
 Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn&rsquo;t upset when things are up in the air; doesn&rsquo;t have to finish things before moving on; can comfortably handle risk and uncertainty.
 </li>
 <li>
 Drive for Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
 </li>
 <li>
 Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
 </li>
 <li>
 Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.
 
 
 </li>
 </ul>
 
 Our Competencies for All People Managers
 
 
 
 <ul>
 <li>
 Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
 </li>
 <li>
 Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
 </li>
 <li>
 Building Effective Teams: Blends people into teams when needed; creates strong morale and spirit in their team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.
 
 
 </li>
 </ul>
 Kate Spade is an equal opportunity and affirmative action employer and we pride ourselves on hiring and developing the best people. All employment decisions (including recruitment, hiring, promotion, compensation, transfer, training, discipline and termination) are based on the applicant's or employee's qualifications as they relate to the requirements of the position under the consideration. These decisions are made without regard to age, sex, sexual orientation, gender identity, genetic characteristics, race, color, creed, religion, ethnicity, national origin, alienage, citizenship, disability, marital status, military status, pregnancy, or any other legally-recognized protected basis prohibited by applicable law.
 
 
 
 Americans With Disabilities Act (ADA)
 
 
 
 Tapestry, Inc. will provide applicants and employees with reasonable accommodation for disabilities or religious beliefs. If you require reasonable accommodation to complete the application process, please contact Tapestry People Services at 1-855-566-9264 or employeerelations@tapestry.com
 
 
 <ul>
 <li>
 </li>
 <li>
 Visit Kate Spade at www.katespade.com.
 
 
 </li>
 </ul>
 
 Work Setup: Hybrid
 
 
 
 
 BASE PAY RANGE $90,000 TO $110,000 ANNUALLY
 
 
 
 <ul>
 <li>
 Tapestry will comply with minimum wage requirements and any other applicable pay laws based on city, county, and state regulations.
 
 
 </li>
 </ul>
 Here are some of the benefits that we offer: Medical insurance, Dental insurance, Vision insurance, 401 (K), Paid Paternity and Maternity leave, Commuter Benefits, Disability insurance and Tuition assistance. Please click here for a complete list of U.S Corporate Compensation &amp; Benefits.
 
 
</div>

Manager, Human Resources

Adobe

The Opportunity
 As a Manager, Employee Relations within the Global Employee & Labor Relations (ELR) organization, you will lead a dedicated team in delivering outstanding ELR support. You will focus on supporting healthy, high-performing teams, helping leaders navigate workforce transformation, and ensuring fair, consistent, and values-based employee experience. This role operates within a connected global ELR environment, influencing outcomes through strong partnership and sound judgment. What You’ll Do
 Lead & Enable the ER Team
 Lead and develop a team of ELR professionals, fostering accountability, growth, and psychological safety.
 Set clear priorities and expectations to ensure timely, high quality ELR delivery.
 Build team capabilities in judgment, influence, documentation, and partner management.
 Ensure fairness and operational excellence, balancing direct involvement with delegation. Strategic ER Partnership
 Act as a trusted advisor to leaders, enabling sound, business-aligned decisions grounded in Adobe’s culture and values.
 Translate business challenges into practical ELR strategies.
 Apply situational awareness and pattern recognition to anticipate risks and develop proactive solutions. Complex ELR & Investigations Oversight
 Provide guidance and oversight on complex ELR issues, including performance, conflict, misconduct, investigations, reorganizations, exits, accommodations, and wellbeing concerns.
 Guide the team through assessments and recommendations, ensuring alignment with policies, regulations, and enterprise expectations.
 Partner with leaders to build action plans that reinforce accountability and business-aligned outcomes. Workforce Change & Organizational Health
 Advise leaders on workforce changes and communication strategies.
 Embed effective change management principles into ELR guidance and leader support.
 Analyze trends to inform proactive interventions and drive continuous improvement. Global & Cross-Functional Partnership
 Collaborate with ELR teams, HRBPs, Legal, and Centers of Excellence to align on standards and deliver consistent ELR outcomes.
 Contribute to enterprise and cross-functional initiatives by sharing insights and surfacing risks.
 Support global consistency while navigating regional nuances and business context. What You Need to Succeed
 8+ years of Employee Relations or HR experience; strong leadership experience preferred.
 Ability to lead through ambiguity with empathy, good judgment, and influence.
 Strong business insight and relationship-building skills, with the ability to align ELR approaches to organizational priorities.
 Excellent communication and documentation abilities.
 Knowledge of employment regulations and global ELR practices.
 Bachelor’s degree or equivalent experience required; advanced degrees or HR certifications are a plus.
 About Adobe
 Adobe empowers everyone to create through innovative platforms and tools that unleash creativity, productivity and personalized customer experiences. Adobe’s industry-leading offerings including Adobe Acrobat Studio, Adobe Express, Adobe Firefly, Creative Cloud, Adobe Experience Platform, Adobe Experience Manager, and GenStudio enable people and businesses to turn ideas into impact, powered by AI and driven by human ingenuity.
 
Our 30,000+ employees worldwide are creating the future and raising the bar as we drive the next decade of growth. We’re on a mission to hire the very best and believe in creating a company culture where all employees are empowered to make an impact. At Adobe, we believe that great ideas can come from anywhere in the organization. The next big idea could be yours.
 
Let’s Adobe together
 At Adobe, we believe in creating a company culture where all employees are empowered to make an impact. Learn more about Adobe life, including our values and culture , focus on people, purpose and community , Adobe for All , comprehensive benefits programs , the stories we tell , the customers we serve, and how you can help us advance our mission of empowering everyone to create.
 
Adobe is proud to be an Equal Employment Opportunity employer. We do not discriminate based on gender, race or color, ethnicity or national origin, age, disability, religion, sexual orientation, gender identity or expression, veteran status, or any other protected characteristic. Learn more.
 
Adobe aims to make our Careers website and recruiting process accessible to any and all users. If you have a disability or special need that requires accommodation to navigate our website or complete the application process, email accommodations@adobe.com or call +1 408-536-3015.
 
AI Use Guidelines for Interviews: 
Our interviews are designed to reflect your own skills and thinking. The use of AI or recording tools during live interviews is not permitted unless explicitly invited by the interviewer or approved in advance as part of a reasonable accommodation. If these tools are used inappropriately or in a way that misrepresents your work, your application may not move forward in the process.
 
At Adobe, we empower employees to innovate with AI — and we look for candidates eager to do the same. As part of the hiring experience, we provide clear guidance on where AI is encouraged during the process and where it’s restricted during live interviews. See how we think about AI in the hiring experience .
 
Expected Pay Range: Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The U.S. pay range for this position is $129,600 -- $217,425 annually. Pay within this range varies by work location and may also depend on job-related knowledge, skills, and experience. Your recruiter can share more about the specific salary range for the job location during the hiring process.
 
In California, the pay range for this position is $150,200 - $217,425
 In New York, the pay range for this position is $150,200 - $217,425
 
At Adobe, for sales roles starting salaries are expressed as total target compensation (TTC = base + commission), and short-term incentives are in the form of sales commission plans. Non-sales roles starting salaries are expressed as base salary and short-term incentives are in the form of the Annual Incentive Plan (AIP).
 
In addition, certain roles may be eligible for long-term incentives in the form of a new hire equity award.
 
State-Specific Notices: 
California : 
Fair Chance Ordinances
 Adobe will consider qualified applicants with arrest or conviction records for employment in accordance with state and local laws and “fair chance” ordinances.
 
Colorado: 
Application Window Notice
 
If this role is open to hiring in Colorado (as listed on the job posting), the application window will remain open until at least the date and time stated above in Pacific Time, in compliance with Colorado pay transparency regulations. If this role does not have Colorado listed as a hiring location, no specific application window applies, and the posting may close at any time based on hiring needs.
 
Massachusetts: 
Massachusetts Legal Notice
 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.

Manager, Employee Relations

M+C Saatchi UK

<div>
 We&rsquo;re looking for a globally oriented, detail focused HR Manager.
 
 
 This is a role that will report into the US Managing Director with a dotted line to the Senior People Partner, who sits in our London office.
 
 
 This is a full-time role, based in New York.
 
 
 
 About The Role
 
 
 
 In this hybrid role, the HR Manager, US will support the NYC Office and US Managing Director shape and deliver the agency&rsquo;s people and culture plan while leading and managing all aspects of day-to-day HR operations for World Services US.
 
 
 In this varied and multifaceted role, the HR Manager will be responsible for proactively advising on best practice in people management and being the first point of contact for day-to-day HR operations and matters for both the NYC office and our remote employees across the country. This will include playing a role in all key areas of HR from recruitment, onboarding and retention, compensation, benefits, to learning &amp; development, communications, performance management and employee relations. This role will also be required to work closely with colleagues who manage some aspect of HR or people ops across the globe.
 
 
 
 What You'll Do
 
 
 
 
 HR Operations
 
 
 
 <ul>
 <li>
 Talent Acquisition &ndash; Oversee and lead all US recruitment and talent acquisition with proactive outreach campaigns as appropriate. Contribute to all aspects of hiring, assisting with best practice in interviews etc and supporting any specific TA projects etc.
 </li>
 <li>
 Onboarding - Manage/oversee the process of orientation and onboarding of new employees. This will include preparation of all starting documentation (contracts, letters, references etc), delivering HR onboarding and general management of integration until completion of the 3-month review to seamlessly bring on board new hires ensure they are set up for success and have an exceptional first experience of WS.
 </li>
 <li>
 90 Day Reviews - Manage/oversee the process for 90 day reviews including logistics, supporting feedback and preparation of all subsequent documentation. This will also include managing/supporting any aspects of performance issues in the first three months and exit processes where required.
 </li>
 <li>
 Immigration &amp; Sponsorship - Ensure full compliance documentation for all employees and contractors, sponsorship license and visas. Keeping an up-to-date tracker of all visas, you will ensure early notification of any expirations or changes. You will also be required to keep abreast of any changes to US immigration law and embed within our processes as well as training and educating managers and employees on immigration rules where required.
 </li>
 <li>
 HRIS &ndash; Maintain our HRIS ensuring that all data held is accurate and up to date. You will also be the systems&rsquo; super user able to act as the go-to person for questions and queries.
 </li>
 <li>
 Benefits &ndash; Ensure all eligible employees are registered for relevant benefits and there is good employee awareness around benefits in the US. You may also be required to support routine benefits review projects to refine our offer and make recommendations that enhance our Employer Value Proposition.
 </li>
 <li>
 Parental Leave &amp; Other policies &ndash; Manage all aspects of parental leave including parental leave, state sponsored leave, FMLA etc. Required to manage all other policy aspects of working at WS US.
 </li>
 <li>
 Payroll &ndash; Manage and support payroll submission.
 </li>
 <li>
 Exit/Offboarding &ndash; Manage/support the separation process, including managing exit surveys and interviews where required, all associated admin and ensuring that all employees leave the business as advocates.
 
 
 </li>
 </ul>
 
 Manager and Employee Support
 
 
 
 <ul>
 <li>
 Support managers in leading their teams acting as the first point of contact for all employee and manager queries. This includes leading on all employee relations matters and escalating more complex issues where required. This will also include training managers in new and better ways of working, as well as developing guides and toolkits.
 </li>
 <li>
 Ensure that all company policies and procedures are up to date in line with current and regional employment law. This will include providing updates as appropriate.
 
 
 </li>
 </ul>
 
 Learning and Development
 
 
 
 <ul>
 <li>
 Support the Global Senior People Partner in the development and implementation of the annual training and development agenda; strategic direction, producing an annual training list, assisting managers with performance improvement plans and objective setting and identifying areas across the business/for individuals where there are gaps/areas that need improvement.
 </li>
 <li>
 Manage all WS L&amp;D suppliers maintaining contractual arrangements as appropriate and overall logistics for managing and running training sessions. This will also include working with Group provided L&amp;D suppliers and managing Group and WS L&amp;D programs seamlessly.
 </li>
 <li>
 Manage all L&amp;D data and records.
 
 
 </li>
 </ul>
 
 Performance Management
 
 
 
 <ul>
 <li>
 Work closely with managers to assist them in ensuring high performance working within their teams. This will include coaching and providing guidance to managers on giving feedback, objective setting etc. This will also include support for managing poor performance, if necessary.
 </li>
 <li>
 Oversee the completion of annual reviews ensuring that all staff receive a robust and rewarding discussion on their performance. This will include all collation/processing of documentation as required.
 </li>
 <li>
 Annually review staff job descriptions and competency frameworks, ensuring that they are consistently relevant and fit for purpose, providing recommendations/changes as appropriate.
 
 
 </li>
 </ul>
 
 Planning and Strategic
 
 
 
 <ul>
 <li>
 Support the US Managing Director and Global Senior People Partner in developing the strategic direction for the business, this may include contributing to the annual people strategy and/or supporting with updates on progress.
 </li>
 <li>
 Support the US Managing Director and Global Senior People Partner in long-term business resourcing including workforce, succession and talent planning.
 </li>
 <li>
 Support the US Managing Director and Global Senior People Partner in conducting regular benchmarking exercises, regularly reviewing WS&rsquo; positioning within the industry. This may include assisting with providing recommendations for reform, change or development, as appropriate.
 </li>
 <li>
 Own the regular creation of insightful, accurate and up-to-date HR management reports that support business and HR decision making and work with the central People team to provide data required for Group reporting.
 </li>
 <li>
 To lead compensation and benefits reviews, providing recommendations on changes to staff rewards and company benefits as appropriate. This will also include overseeing the selection of relevant suppliers and maintaining contractual arrangements etc as appropriate.
 </li>
 <li>
 To play an instrumental role in the shaping of organizational culture and associated activities, acting as a champion for business values and ensuring that all business strategies reflect these in their DNA
 
 
 </li>
 </ul>
 
 About You
 
 
 
 
 The essential qualifications required include:
 
 
 
 <ul>
 <li>
 A bachelor&rsquo;s degree in human resources management, Psychology, or a business-related subject (or equivalent experience)
 </li>
 <li>
 Minimum 4-5 years&rsquo; experience in a HR role
 </li>
 <li>
 Fluent level of English, both spoken and written
 </li>
 <li>
 Willingness to apply for a US Security Clearance, preference for candidates who already hold a clearance
 
 
 </li>
 </ul>
 
 Additional Requirements For The Role Include
 
 
 
 <ul>
 <li>
 Excellent working knowledge of US employment regulations, other WS regions is a plus
 </li>
 <li>
 Excellent understanding of HR practices
 </li>
 <li>
 Good understanding and technical abilities within all HR departmental areas including recruitment, employee relations, workforce administration, employee engagement, payroll, learning and development and HR systems
 </li>
 <li>
 The ability to develop strong working relationships and drive collaboration
 </li>
 <li>
 The ability to accept and provide feedback, be challenged on your advice and work well under pressure
 </li>
 <li>
 The capacity to make quick but rational decisions. The ability to think innovatively and rationally about decisions and come up with creative solutions
 
 
 </li>
 </ul>
 
 Personal Attributes Required
 
 
 
 <ul>
 <li>
 Strong organizational skills
 </li>
 <li>
 Excellent interpersonal skills
 </li>
 <li>
 Proactive, agile work ethic
 </li>
 <li>
 Thorough and methodical attention to detail
 </li>
 <li>
 Adaptable to change and possess a willingness to embrace new ideas and processes
 
 
 </li>
 </ul>
 
 What You Get
 
 
 
 We offer a competitive salary ($80,000-$100,000) and a benefits package designed to support your health, family life, financial wellbeing, and growth.
 
 
 
 Family &amp; parental support
 
 
 
 <ul>
 <li>
 12 weeks&rsquo; full pay for Primary Carers and 6 weeks for Secondary Carers (after one year of service; return requirements apply for subsequent leave)
 </li>
 <li>
 Applies to birth, adoption, and surrogacy
 </li>
 <li>
 Up to 10 days&rsquo; paid fertility leave per year (5 per cycle)
 </li>
 <li>
 2 days&rsquo; paid leave for new grandparents
 </li>
 <li>
 $2,500 annual interest-free parental loan
 </li>
 <li>
 $6,000 interest-free fertility treatment loan
 
 
 </li>
 </ul>
 
 Healthcare &amp; wellbeing
 
 
 
 <ul>
 <li>
 Three medical plans (HSA at $0 cost; EPO 75% employer funded; PPO 65% employer funded)
 </li>
 <li>
 $0 employee-cost dental and vision
 </li>
 <li>
 10 days&rsquo; health leave per year (mental and physical)
 </li>
 <li>
 24/7 mental health support through Self Space
 </li>
 <li>
 Wellhub subscription
 
 
 </li>
 </ul>
 
 Financial &amp; practical support
 
 
 
 <ul>
 <li>
 401(k) match (3% after 3 months; 4% after 1 year)
 </li>
 <li>
 Pre-tax commuter benefits
 </li>
 <li>
 10 days&rsquo; paid military leave
 </li>
 <li>
 Full pay for jury duty (state/city payments declined)
 </li>
 <li>
 Uber/taxi home after 9:30pm
 
 
 </li>
 </ul>
 
 Time off &amp; flexibility
 
 
 
 <ul>
 <li>
 23 days&rsquo; PTO (with 3 discretionary carryover days; CA/CO policies follow state mandate)
 </li>
 <li>
 10 federal holidays, plus the day after Thanksgiving
 </li>
 <li>
 Option to swap 2 federal holidays (excluding Thanksgiving and the day after)
 </li>
 <li>
 Office closed between Christmas and New Year
 </li>
 <li>
 10 days&rsquo; special emergency leave (including bereavement)
 </li>
 <li>
 10 days&rsquo; volunteering leave (5 paid, 5 unpaid)
 </li>
 <li>
 Half-day for blood donation
 </li>
 <li>
 Work from anywhere for up to 2 weeks per year (subject to approval)
 
 
 </li>
 </ul>
 
 Culture &amp; development
 
 
 
 <ul>
 <li>
 $300 annual cultural stimulation allowance (accrued monthly; available after 90 days)
 </li>
 <li>
 Weekly Thursday happy hour
 </li>
 <li>
 Mentorship and Buddy programmes
 
 
 </li>
 </ul>
 
 APPLICATIONS CLOSE: Wednesday 04 March.
 
 
 
 
 ABOUT M+C SAATCHI WORLD SERVICES
 
 
 
 
 ABOUT M+C SAATCHI GROUP
 
 
 
 M+C Saatchi Group has pledged its commitment to create a company that values difference, with an inclusive culture. As part of this M+C Saatchi Group continues to be an Equal Opportunity Employer which does not and shall not discriminate, celebrates diversity and bases all hiring and promotion decisions solely on merit, without regard for any personal characteristics.
 
 
 If you require any reasonable adjustments throughout the recruitment and selection process, please make us aware as part of your application.
 
 
 All employee information is kept confidential according to General Data Protection Regulation (GDPR).
 
 
 
 #WS
 
 
 
</div>

Human Resources Manager, US

HC&N Healthcare Solutions

<div>Human Resources (HR) Director

A skilled nursing facility is seeking a Human Resources (HR) Director to join their team.

General Human Resources (HR) Director duties:
<ul>
<li>Benefits and Leave administration, including FMLA</li>
<li>Employee relations</li>
<li>On-boarding</li>
<li>Compliance</li>
</ul>
Human Resources (HR) Director General Payroll duties:
<ul>
<li>Time and Attendance entry</li>
<li>Payroll Register Audit and Review</li>
<li>Understands Federal and State laws and regulations governing Payroll</li>
</ul>
Human Resources (HR) Director Recruiting Duties:
<ul>
<li>Responsible for full cycle recruitment</li>
<li>Consult with hiring managers to ascertain needs within each department</li>
<li>Manage the job postings process</li>
<li>Review resumes and pre-screen candidates</li>
<li>Schedule candidate interviews with hiring managers</li>
<li>Conducts phone interviews, office interviews</li>
<li>Understands HR policy and practices benefits, work rules, pre-offer requirements, etc.</li>
</ul>
Human Resources (HR) Director Desired Qualifications:
<ul>
<li>Healthcare Experience Required</li>
<li>2 years of HR Management experience, including recruiting experience, required</li>
<li>2 years payroll processing experience required</li>
<li>Must have Strong knowledge of Federal and NY employment laws and regulations</li>
<li>Staffing Coordination experience preferred</li>
</ul>
Salary: up to $85,000 a year

An Equal Opportunity Employer</div>

Human Resources (HR) Director

The Bowerman Group

<div>
 
 
 Retail HR Manager
 
 
 
 
 Hybrid | Robbinsville, NJ Office or Soho New York, NY (4 days in-office)
 
 
 
 Position Overview
 
 
 A growing consumer organization is seeking a hands-on and strategic
 
 Retail HR Manager
 
 to lead HR operations across its retail population. Reporting directly to the Vice President of Human Resources, this role will serve as the primary HR partner to field leadership &mdash; supporting organizational effectiveness, employee engagement, and compliance while helping to drive a high-performance, people-first culture.
 
 
 This position plays a critical role in aligning HR strategy with retail business objectives and is ideal for someone who enjoys balancing employee relations, talent development, and operational HR execution in a fast-paced, evolving environment.
 
 
 Key Responsibilities
 
 
 
 Employee Relations &amp; Engagement
 
 
 <ul>
 <li>
 Serve as a trusted advisor to retail leadership on complex employee relations matters, offering strategic guidance and risk mitigation
 </li>
 <li>
 Lead investigations and resolution of sensitive employee issues in partnership with legal counsel
 </li>
 <li>
 Partner with senior HR leadership on performance management matters, including corrective action and terminations
 </li>
 <li>
 Maintain accurate and confidential records supporting employee engagement and discipline processes
 </li>
 <li>
 Support company-wide HR initiatives, cross-functional projects, and community programs
 </li>
 </ul>
 
 
 HR Business Partnership
 
 
 <ul>
 <li>
 Collaborate with regional leaders and retail leadership to identify organizational development opportunities
 </li>
 <li>
 Drive performance management processes including goal setting, coaching, and succession planning
 </li>
 <li>
 Provide support on performance evaluation cycles and merit planning
 </li>
 <li>
 Analyze HR data and metrics to inform business decisions and improve workforce effectiveness
 </li>
 <li>
 Facilitate leadership development and training initiatives to strengthen management capability
 </li>
 <li>
 Conduct exit interviews and analyze onboarding and engagement survey feedback
 </li>
 <li>
 Interpret and ensure consistent application of HR policies and procedures
 </li>
 <li>
 Remain current on U.S. and Canadian labor legislation to ensure compliance and mitigate organizational risk
 </li>
 </ul>
 
 
 Talent Acquisition Support
 
 
 <ul>
 <li>
 Support recruitment of retail employees, including requisition and offer approvals within talent systems
 </li>
 <li>
 Partner with hiring managers to enhance recruiting processes and candidate experience
 </li>
 <li>
 Collaborate with HR to develop competitive offer strategies and improve retention
 </li>
 <li>
 Support proactive pipeline-building through networking and employer branding initiatives
 </li>
 <li>
 Participate in college recruiting and career fairs to attract emerging talent
 </li>
 </ul>
 
 Qualifications
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field
 </li>
 <li>
 5&ndash;7 years of experience in an HR Business Partner or Retail HR capacity
 </li>
 <li>
 Strong knowledge of employment laws across NY, NJ, CA, and Canada
 </li>
 <li>
 Prior experience supporting retail populations strongly preferred
 </li>
 <li>
 Experience with Workday or similar HRIS platforms
 </li>
 <li>
 Proficiency in Microsoft Office Suite (Excel, PowerPoint, Outlook, Teams)
 </li>
 <li>
 HR certification (SHRM-CP/SCP or PHR/SPHR) a plus
 </li>
 </ul>
 
 Skills &amp; Attributes
 
 <ul>
 <li>
 Exceptional relationship-building and influencing skills
 </li>
 <li>
 Ability to coach and support leadership through complex people challenges
 </li>
 <li>
 Strong written and verbal communication skills
 </li>
 <li>
 Highly organized with exceptional attention to detail
 </li>
 <li>
 Hands-on approach with the ability to manage multiple priorities
 </li>
 <li>
 Strategic thinker with sound judgment and decision-making ability
 </li>
 <li>
 Demonstrated project management and leadership capabilities
 </li>
 <li>
 Ability to maintain professionalism and confidentiality in sensitive situations
 </li>
 <li>
 Flexible and adaptable in a dynamic environment
 </li>
 </ul>
 
 This role offers the opportunity to have meaningful impact on employee experience and organizational culture across a growing retail footprint ideal for an HR leader who enjoys partnering closely with the business while driving operational excellence.
 
 
 Salary $130-$140K base plus bonus
 
</div>

Human Resources Manager

Beyer Blinder Belle Architects and Planners LLP

<div>The Director of Human Resources at BBB provides strategic leadership and hands-on management of the firm's people operations, fostering a collaborative, high-performing, and inclusive workplace. Reporting to the COO, the Director of Human Resources is a key member of the leadership team, aligning HR strategy with business objectives and overseeing key HR functions, including performance management, employee relations, compliance, and learning and professional development. This role will play a critical part in strengthening the firm&rsquo;s leadership capabilities, talent strategy, and organizational effectiveness as BBB continues to evolve. This role will be based in BBB&rsquo;s NYC office and will support all office locations.
Key Responsibilities
HR Strategy &amp; Leadership<ul><li>
Serve as a strategic advisor to firm leadership on talent strategy, workforce planning, and organizational development</li><li>
Translate business objectives into people initiatives that support growth, retention, and engagement</li><li>
Lead, mentor, and develop the HR team, fostering a service-oriented and proactive HR function</li></ul>
Performance Management &amp; Employee Professional Development<ul><li>
Lead and continuously improve the firm&rsquo;s performance management framework to drive accountability, clarity, and professional growth
</li><li>Use performance and engagement data to identify trends and inform retention, development, and succession planning</li><li>
Partner with leadership to support career development frameworks, employee resource groups, mentorship programs, and professional growth initiatives</li></ul>
Employee Relations<ul><li>
Serve as a trusted resource for employees and managers on employee relations, conflict resolution, and workplace concerns</li><li>
Advise managers on people-management best practices, coaching, and difficult conversations</li><li>
Provide strategic oversight of employment-based immigration and work authorization programs, partnering with legal counsel and firm leadership to support workforce planning and compliance</li></ul>
Compensation, Benefits &amp; Compliance<ul><li>
Lead compensation strategy, including benchmarking, annual salary review cycles, pay equity analysis, and consistent application of pay practices</li><li>
Oversee benefits and wellness programs, including vendor relationships, open enrollment, and employee support</li><li>
Ensure accurate, timely administration of leave programs (FMLA, PFL, disability, internal leave policies)</li><li>
Ensure compliance with federal, state, and local employment laws and regulations across all offices</li><li>
Manage HR policies, employee handbook updates, and risk mitigation in collaboration with legal counsel and external immigration counsel.</li></ul>
Talent &amp; Workforce Operations<ul><li>
Collaborate with Talent Manager on recruitment strategy, onboarding, and workforce planning</li><li>
Support internal mobility, promotions, and succession planning efforts</li><li>
Oversee HR systems and data integrity (HRIS, performance tools, employee records) and leverage data for informed decision-making</li></ul>
Qualifications<ul><li>
15+ years of progressive HR experience, including leadership at the Director or Senior Manager level</li><li>
Experience leading and developing small-to-mid-sized HR teams
</li><li>Experience in architecture, engineering, design, or related industries is highly preferred</li><li>
Strong knowledge of employment law, performance management, and employee relations best practices</li><li>
Demonstrated ability to collaborate with senior leadership and influence all organizational levels</li><li>
Willingness to travel quarterly to other BBB offices</li><li>
Excellent interpersonal, communication, and judgment skills</li><li>
SHRM-CP/SHRM-SCP or similar certification preferred</li></ul> 
Compensation
BBB offers fair and equitable pay. A reasonable estimate of the base salary range for this role is $160,000-$220,000, with variations based on experience, education, achievements, and business needs. Employees may also receive an annual performance-based bonus and salary increase. 
Benefits
BBB is committed to supporting your well-being, professional development, and work-life balance. Benefits include:<ul><li>
Health: Medical, dental, and vision coverage (with a no-premium option)</li><li>
Financial: 401(k) plan (pre-tax/ and or Roth), pre-tax healthcare and dependent care savings plans, commuter transit/parking programs, and life/disability insurance.</li><li>
Paid Time: PTO, holidays, and paid volunteer opportunities.</li><li>
Professional Development: Subsidies for ARE exam fees, AIA membership dues, and other professional expenses.</li><li>
Wellness: Fitness Discounts, mental health support, and wellness programs.</li><li>
Culture: Mentorship programs and employee resource groups.</li></ul>
As an equal-opportunity employer, BBB is committed to fostering a diverse and inclusive workforce where everyone is valued and respected.
In line with our commitment to providing equal opportunities to all candidates, we want to ensure that the interview process is accessible to everyone. If you require any accommodations to participate in the interview, please email HR@bbbarch.com to discuss your needs. Your request will be handled with the utmost confidentiality and respect. We appreciate your interest in pursuing a career with Beyer Blinder Belle.</div>

Director of Human Resources

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