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hr coordinator

Robert Half

<div>
 We are looking for an HR Coordinator to support essential people operations for a real estate and property organization in New York, New York. This Long-term Contract position focuses on delivering a smooth onboarding experience, maintaining accurate HR records, and helping ensure compliance across key employment processes. The ideal candidate is organized, detail-oriented, and comfortable coordinating background screening, employee documentation, and HR system updates in a fast-paced environment.
 
 
 Responsibilities:
 
 &bull; Coordinate onboarding activities for new employees, ensuring employees complete required documentation and receive a positive start-to-work experience.
 
 &bull; Manage background screening workflows and follow up on outstanding items to help keep staffing timelines on track.
 
 &bull; Maintain employee data within HR systems and verify that personnel records remain accurate, current, and properly organized.
 
 &bull; Support day-to-day HR administration by preparing employment documents, responding to routine inquiries, and tracking key process steps.
 
 &bull; Assist with compliance-related tasks by reviewing forms, monitoring deadlines, and helping align HR practices with company policies and regulations.
 
 &bull; Partner with internal stakeholders to communicate onboarding status, resolve documentation issues, and support a seamless onboarding process.
 
 &bull; Generate and update HR reports, logs, and trackers to provide visibility into onboarding progress and administrative activities.
 
 &bull; Experience supporting onboarding and core HR administrative functions in a business environment.
 
 &bull; Knowledge of candidate screening coordination and employment documentation processes.
 
 &bull; Familiarity with HRIS platforms and the ability to maintain accurate employee information in system records.
 
 &bull; Understanding of HR compliance requirements and attention to detail when handling sensitive documentation.
 
 &bull; Strong organizational and time management skills with the ability to manage multiple priorities effectively.
 
 &bull; Clear written and verbal communication skills for working with employees, hiring teams, and business partners.
 
 &bull; Proficiency with standard office applications and comfort working with spreadsheets, trackers, and digital records.
 
 TalentMatch
 
 &reg;
 
 
 
 
 Robert Half is the world&rsquo;s first and largest specialized talent solutions firm that connects highly qualified job seekers to opportunities at great companies. We offer contract, temporary and permanent placement solutions for finance and accounting, technology, marketing and creative, legal, and administrative and customer support roles.
 
 
 
 
 Robert Half works to put you in the best position to succeed. We provide access to top jobs, competitive compensation and benefits, and free online training. Stay on top of every opportunity - whenever you choose - even on the go. Download the Robert Half app and get 1-tap apply, notifications of AI-matched jobs, and much more.
 
 
 
 
 All applicants applying for U.S. job openings must be legally authorized to work in the United States. Benefits are available to contract/temporary professionals, including medical, vision, dental, and life and disability insurance. Hired contract/temporary professionals are also eligible to enroll in our company 401(k) plan. Visit roberthalf.gobenefits.net for more information.
 
 
 
 
 &copy; 2025 Robert Half. An Equal Opportunity Employer. M/F/Disability/Veterans. By clicking &ldquo;Apply Now,&rdquo; you&rsquo;re agreeing to Robert Half&rsquo;s Terms of Use and Privacy Notice.
 
</div>

HR Coordinator

Armand Corporation

<div>
 
 
 
 
 
 Armand Corporation, an award-winning M/WBE Construction Management firm celebrating over 35 years in the industry, is seeking a full-time proactive and detail-oriented Human Resources Coordinator to support recruiting, onboarding, employee relations, compliance, and performance management activities in the New York City office. This role requires an individual who can work independently, manage multiple priorities simultaneously, and effectively support a fast-paced workforce comprised of both internal and contingent staff.
 
 
 
 
 
 
 
 
 
 This position will report to our Midtown office. Days and hours of work are Monday through Friday, 8:30 am to 5 pm. Armand Corporation has adopted a hybrid work system. Therefore, the current workweek schedule is a minimum of three days of work at the office and two days remote.
 
 
 
 
 
 
 
 The ideal candidate is highly organized, demonstrates sound judgment, communicates professionally, and takes ownership of responsibilities with minimal supervision.
 
 
 
 
 
 
 
 
 
 Essential Responsibilities
 
 
 
 
 
 
 
 
 
 
 Recruitment &amp; Talent Acquisition
 
 
 
 
 <ul>
 <li>
 
 
 
 Partner with management to execute recruiting strategies for internal and contingent staffing positions.
 
 
 
 </li>
 <li>
 
 
 
 Manage job postings through the Applicant Tracking System (ATS).
 
 
 
 </li>
 <li>
 
 
 
 Source candidates through job boards, professional networks, industry associations, referrals, and other recruiting channels.
 
 
 
 </li>
 <li>
 
 
 
 Screen resumes and evaluate candidates against position requirements.
 
 
 
 </li>
 <li>
 
 
 
 Conduct phone, virtual, and in-person interviews.
 
 
 
 </li>
 <li>
 
 
 
 Coordinate interviews with hiring managers and client representatives (Internal construction management and contingent workforce).
 
 
 
 </li>
 <li>
 
 
 
 Maintain candidate pipelines and ensure timely follow-up throughout the recruiting process.
 
 
 
 </li>
 <li>
 
 
 
 Prepare candidate summaries and recommendations for management review.
 
 
 
 </li>
 </ul>
 
 
 
 
 Onboarding &amp; Employee Administration
 
 
 
 
 <ul>
 <li>
 
 
 
 Coordinate new hire onboarding activities and documentation.
 
 
 
 </li>
 <li>
 
 
 
 Ensure completion and accuracy of all onboarding paperwork.
 
 
 
 </li>
 <li>
 
 
 
 Maintain employee records and HRIS data.
 
 
 
 </li>
 <li>
 
 
 
 Track required certifications, licenses, and training records.
 
 
 
 </li>
 </ul>
 
 
 
 
 Compliance &amp; Recordkeeping
 
 
 
 
 <ul>
 <li>
 
 
 
 Maintain personnel files in accordance with company policy and applicable employment laws.
 
 
 
 </li>
 <li>
 
 
 
 Ensure compliance with federal, state, and local employment regulations.
 
 
 
 </li>
 <li>
 
 
 
 Monitor personnel file completeness and identify missing documentation.
 
 
 
 </li>
 <li>
 
 
 
 Assist with audits and compliance reviews as needed.
 
 
 
 </li>
 </ul>
 
 
 
 
 Performance Management
 
 
 
 
 <ul>
 <li>
 
 
 
 Monitor performance review schedules and submission deadlines.
 
 
 
 </li>
 <li>
 
 
 
 Follow up with managers regarding outstanding evaluations.
 
 
 
 </li>
 <li>
 
 
 
 Maintain performance management documentation and records.
 
 
 
 </li>
 </ul>
 
 
 
 
 Employee Relations &amp; Communication
 
 
 
 
 <ul>
 <li>
 
 
 
 Serve as a point of contact for employee inquiries.
 
 
 
 </li>
 <li>
 
 
 
 Assist in resolving employee concerns and workplace issues.
 
 
 
 </li>
 <li>
 
 
 
 Draft professional communications to employees and leadership.
 
 
 
 </li>
 <li>
 
 
 
 Support employee engagement initiatives and company programs.
 
 
 
 
 </li>
 </ul>
 
 
 
 
 Qualifications&nbsp;
 
 
 
 
 
 
 
 
 
 
 Required
 
 
 
 
 <ul>
 <li>
 
 
 
 Bachelor's degree in Human Resources, Business Administration, or related field.
 
 
 
 </li>
 <li>
 
 
 
 Minimum 2&ndash;3 years of Human Resources and/or Recruiting experience.
 
 
 
 </li>
 <li>
 
 
 
 Experience conducting interviews and evaluating candidates.
 
 
 
 </li>
 <li>
 
 
 
 Experience working with Applicant Tracking Systems (ATS) and HRIS platforms.
 
 
 
 </li>
 <li>
 
 
 
 Strong written and verbal communication skills.
 
 
 
 </li>
 <li>
 
 
 
 Strong organizational and follow-up skills.
 
 
 
 </li>
 <li>
 
 
 
 Proficiency in Microsoft Office Suite.
 
 
 
 </li>
 <li>
 
 
 
 Experience supporting contingent staffing, professional services, engineering, construction management, or project management organizations. (Preferred)
 
 
 
 </li>
 <li>
 
 
 
 Experience with JazzHR, Paychex, or similar systems.
 
 
 
 </li>
 <li>
 
 
 
 SHRM-CP, PHR, or related HR certification.
 
 
 
 </li>
 </ul>
</div>

Human Resources Coordinator

Talentoma

<div>
 
 Job Title: Remote Hiring Coordinator
 
 
 
 
 
 
 Monthly Pay:
 
 $5,400 &ndash; $6,200
 
 
 
 
 
 
 Summary:
 
 
 
 The Remote Hiring Coordinator supports recruitment operations by coordinating interviews, managing applicant communications, and assisting with hiring processes.
 
 
 
 
 
 
 Job Responsibilities:
 
 
 <ul>
 <li>
 Schedule candidate interviews.
 </li>
 <li>
 Communicate with applicants.
 </li>
 <li>
 Maintain hiring records.
 </li>
 <li>
 Support onboarding coordination.
 </li>
 <li>
 Track recruitment progress.
 </li>
 <li>
 Assist hiring managers.
 </li>
 </ul>
 
 
 
 
 
 Qualifications:
 
 
 <ul>
 <li>
 Recruiting, HR, or administrative experience preferred.
 </li>
 <li>
 Strong organizational abilities.
 </li>
 <li>
 Excellent communication skills.
 </li>
 <li>
 Attention to detail.
 </li>
 <li>
 Ability to manage multiple priorities.
 </li>
 </ul>
 
 
 
 
 
 Perks &amp; Benefits:
 
 
 <ul>
 <li>
 Monthly pay: $5,400&ndash;$6,200
 </li>
 <li>
 Fully remote recruiting role
 </li>
 <li>
 Paid training
 </li>
 <li>
 Career advancement opportunities
 </li>
 <li>
 Supportive virtual work environment
 </li>
 </ul>
</div>

Remote Hiring Coordinator

National Football League (NFL)

<div>
 As a member of our Talent Acquisition team, you will have an immediate impact on the NFL Employee and Candidate Experience by supporting the Talent Acquisition process. You will participate in recruiting and candidate experience, from posting open requisitions, managing automated and manual interview scheduling, and onboarding new hires. This role will also provide broad support for day-to-day human resources activities and play a key role in supporting high-volume hiring for Game Day Assistants.
 
 
 
 Responsibilities
 
 
 
 <ul>
 <li>
 Own the onboarding process for Game Day Assistant new and returning hires, ensuring timely processing, documentation compliance, and strong partnership with event-day stakeholders.
 </li>
 <li>
 Provide a consistent and positive candidate and employee experience.
 </li>
 <li>
 Process HR transactions including new hires and rehires.
 </li>
 <li>
 Support the talent acquisition process by posting job requisitions, managing candidate workflows, coordinating automated interview scheduling, and facilitating onboarding activities.
 </li>
 <li>
 Leverage scheduling automation tools to manage high-volume interview coordination and resolve conflicts or exceptions with urgency and accuracy.
 </li>
 <li>
 Ensure confidentiality, accuracy, security, and timely maintenance of HR data.
 </li>
 <li>
 Maintain employee files, verify I-9s, and ensure all new hire paperwork is completed on time.
 </li>
 <li>
 Lead New Hire Orientation for all employee types.
 </li>
 <li>
 Manage communications with recruiters, HRBPs, hiring managers, candidates, and all stakeholders with urgency and attention to detail.
 </li>
 <li>
 Effectively use and manage tools for scheduling, hiring, documentation, and onboarding, including automated interview scheduling platforms and case management tools.
 </li>
 <li>
 Manage individual ticket queues within the case management tool, responding promptly to requests as needed.
 </li>
 <li>
 Maintain positive working relationships with cross-functional teams as necessary, including Payroll, Finance, Compliance, Security, and IT.
 </li>
 <li>
 Support special projects, from tactical to strategic, as needed.
 </li>
 <li>
 Perform related duties as required.
 
 
 </li>
 </ul>
 
 Required Qualifications
 
 
 
 <ul>
 <li>
 Detailed understanding of the talent acquisition lifecycle
 </li>
 <li>
 Experience working with Applicant Tracking Systems; Greenhouse preferred.
 </li>
 <li>
 Experience working with Service Now or other case management tools a plus.
 </li>
 <li>
 Intermediate level of experience with Microsoft Excel.
 </li>
 <li>
 Demonstrate organization, communication, and accuracy in all work assigned.
 </li>
 <li>
 Detail-oriented and deadline-driven.
 </li>
 <li>
 Ability to handle sensitive and highly confidential information.
 </li>
 <li>
 Enjoys helping others while maintaining a customer service approach and positive attitude.
 </li>
 <li>
 Strong communication skills, both via email and phone.
 </li>
 <li>
 Willing to work some overtime as needed.
 </li>
 <li>
 Expected to resolve scheduling changes during non-traditional working hours, as needed.
 </li>
 <li>
 Ability to think quickly and problem-solve resourcefully.
 </li>
 <li>
 Ability to learn new systems and processes quickly.
 </li>
 <li>
 Ability to work independently, efficiently, and proactively.
 
 
 </li>
 </ul>
 
 Terms /Expected Hours of Work
 
 
 
 <ul>
 <li>
 Up to six plus months of anticipated engagement (Subject to change based on business needs)
 </li>
 <li>
 NFL employees are required to work 40 hours per week and at times, this role may require overtime (time worked in excess of 40 hours) and/or weekends.
 </li>
 <li>
 FLSA non-exempt
 </li>
 <li>
 Please note that this job posting is for a position with one of the NFL&rsquo;s third-party agency partners that provides services to the NFL.
 
 
 </li>
 </ul>
 
 Salary / Pay Range
 
 
 
 This job posting contains a pay range, which represents the range of salaries or hourly rates that the NFL believes, in good faith, at the time of this posting that it might be willing to pay for the posted job in the location(s) specified. The NFL expects to hire for this position near the middle of the range. Only in truly rare and exceptional circumstances, where an external candidate has experience, credentials or expertise that far exceed those required or expected for the position, would the NFL consider paying a salary or rate near the higher end of the range.
 
 
 Salary
 
 
 $27&mdash;$27 USD
 
 
 
 
 Benefits Information
 
 
 To learn more about our comprehensive benefits offerings, please visit: NFL BENEFITS
 
 
 
 
 
 At the NFL, in-person work at our offices is a top priority because it allows us to collaborate more effectively, build stronger connections, and maintain the culture that drives our success. This role requires onsite presence at an NFL office or stadium location, and remote and/or hybrid working options are not offered.
 
 
 
 
 
 NO RELOCATION ASSISTANCE WILL BE PROVIDED.
 
 
 
 
 
 The NFL is committed to building an inclusive work environment that reflects our incredible fan base. We provide an environment of mutual respect where equal employment opportunities are available to all employees and applicants without regard to status as protected by applicable federal, state, and local laws.
 
 
 
 
 Who We Are
 
 
 
 
 
 NFL Core Values:
 
 
 
 
 <ul>
 <li>
 Respect: Everyone matters. We celebrate diverse opinions, honor hard work, and value every contribution.
 </li>
 <li>
 Integrity: We do what's right, even when it's tough. We hold ourselves accountable and always follow through.
 </li>
 <li>
 Team Responsibility: We support each other and our communities. No one is bigger than the game, and every action impacts others.
 </li>
 <li>
 Resiliency: We set high standards, overcome adversity, and adapt to challenges, always striving for excellence.
 
 
 </li>
 </ul>
 
 NFL Leadership Attributes
 
 
 
 <ul>
 <li>
 Build Talent: We develop and nurture potential, empowering individuals to grow and succeed.
 </li>
 <li>
 Execute: We take action with precision, delivering results that drive our goals forward.
 </li>
 <li>
 Inspire: We motivate others through vision, energy, and a commitment to excellence.
 </li>
 <li>
 Live Our Values: We embody our core principles in every decision and action.
 </li>
 <li>
 Know the Business: We stay informed, understand our industry, and make decisions that strengthen our position.
 </li>
 <li>
 Think Big: We challenge the status quo, envision bold possibilities, and strive for transformative impact
 
 
 </li>
 </ul>
 
 Who You Are
 
 
 
 
 
 Talent Attributes: What we expect for our employees:
 
 
 
 
 <ul>
 <li>
 Embody an enthusiastic, proactive can-do attitude
 </li>
 <li>
 Embrace grit, free from ego or entitlement
 </li>
 <li>
 Excel as a relationship builder, with the ability to influence
 </li>
 <li>
 Eager learner, driven by passion rather than just ambition
 </li>
 <li>
 Encompasses an incredible work ethic with an agile mindset
 </li>
 </ul>
</div>

Talent Acquisition Operations Associate (External Agency Staff)

Pandora Jewelry

<div><div><div><div><div><div>Specialist, HR Data Analytics &amp; Insights, Pandora NAM 
As the largest jewellery brand in the world, we a give a voice to millions of people&rsquo;s loves every day. Our beautiful products empower people all around the world to express themselves. We are proud to be part of their stories and the most important moments in their lives. 
Where original thinking is welcomed, and can turn into positive impact in a heartbeat, we can dream big, dare to act, and deliver with care and passion. At Pandora where you can each craft far more than just an incredible career. 
About the Team: 
Our People Technology &amp; Analytics Team is responsible for data integrity, security, system testing, report writing and adherence to the Pandora North America corporate structure in SuccessFactors and UltiPro. In partnership with the Global People Technology team, this role is responsible for designing and implementing procedures to ensure HR data is accurate and reportable, enabling strategic business outcomes. This role will be responsible for serving as a subject matter expert (SME) for several solution platforms supporting the overall HR and business strategy, including but not limited to SuccessFactors and UKG. 
The People Technology &amp; Analytics will act as a business partner on system compliance in coordination with local regulations and serves as a technical advisor to key stakeholders including but not limited to HR Performance &amp; Reward, Payroll, HR Business Partners, Sales &amp; Retail Excellence, IT and Finance. 
As an HR Data, Analytics &amp; Insights Analyst, you will play a critical role in shaping data‑driven decision‑making across the HR function. You will be responsible for collecting, analyzing, and interpreting HR data to uncover trends, patterns, and opportunities that drive strategic HR initiatives. This role requires a strong analytical mindset, fluency in data tools, and the ability to translate complex data into meaningful, actionable insights for stakeholders across the organization. 
Your Role As Specialist, HR Data, Analytics &amp; Insights: 
HR Data Analysis &amp; Insights<ul><li>
Collect and analyze HR data from various sources, including HRIS, employee surveys, performance systems, and other relevant platforms.</li><li>
Clean, transform, and validate system data to ensure accuracy, consistency, and integrity across all HR data sets.</li><li>
Use quantitative analysis techniques to identify trends, correlations, and insights related to HR metrics and KPIs.</li><li>
Conduct statistical analyses and predictive modeling to support HR initiatives and identify emerging risks or opportunities.</li><li>
Provide data-driven insights and recommendations to support strategic decision-making and guide HR programs</li></ul>
Reporting, Dashboards &amp; Visualization<ul><li>
Develop, maintain, and optimize HR dashboards, reports, and visualizations that effectively communicate findings to HR and business stakeholders.</li><li>
Collaborate with HR leaders to understand reporting needs and deliver customized analytics solutions.</li><li>
Train and support HR team members on analytics tools, dashboards, and reporting best practices.</li></ul> 
Data Quality, Governance &amp; Compliance<ul><li>
Monitor HR data quality, identify anomalies and outliers, and take appropriate corrective actions.</li><li>
Ensure all HR data is handled in accordance with data privacy, confidentiality, and compliance requirements.</li><li>
Support HR data needs for regulatory reporting, audits, and compliance activities.</li></ul> 
Data Integrations &amp; Systems Support<ul><li>
Support and monitor HR data integrations between HRIS, payroll, talent systems, and external vendor platforms to ensure accurate and timely data flows.</li><li>
Troubleshoot integration issues such as data mismatches, failed syncs, or errors, partnering with HRIS, IT, and vendors to resolve root causes.</li><li>
Validate, reconcile, and document integrated data sets to maintain consistency across systems and downstream dashboards.</li><li>
Participate in integration testing and data‑mapping exercises for system enhancements or new implementations.</li><li>
Leverage integration logs and monitoring tools to proactively identify issues and ensure data pipeline reliability.</li><li>
Educate HR stakeholders on how data integrations impact reporting, timing, field definitions, and data availability.</li></ul> 
Projects, Innovation &amp; Continuous Improvement<ul><li>
Contribute to HR system implementations, analytics initiatives, automation efforts, and process improvement projects.</li><li>
Identify opportunities to streamline data processes, automate recurring analyses, and enhance analytics capabilities across HR.</li><li>
Stay current with HR trends, benchmarks, tools, and best practices in HR analytics and workforce intelligence.</li></ul> 
Craft your career with us if you have:<ul><li>
3-5 years of experience as an HR Data Analyst, People Analytics Specialist, or similar role involving complex HR data sets.</li><li>
Strong understanding of HR processes, metrics, KPIs, and their application in workforce insights.</li><li>
Proficiency with data analysis tools and languages, such as Excel, SQL, Python, or R.</li><li>
Experience using data visualization platforms like Power BI, Tableau, or similar tools to build dashboards and reports.</li><li>
Familiarity with HRIS systems, including understanding of data structures, data extraction, and data governance concepts.</li><li>
Knowledge of statistical analysis techniques, including correlation, regression, forecasting, and predictive modeling.</li><li>
Experience validating, reconciling, or troubleshooting integrated data sets across multiple HR systems (e.g., HRIS + payroll + talent platforms).</li><li>
Excellent attention to detail, data accuracy, and documentation practices.</li><li>
Strong written and verbal communication skills, with the ability to translate complex data into clear stories, insights, and recommendations for non‑technical audiences.</li><li>
Strong organizational skills and the ability to manage multiple priorities in a fast‑paced environment.</li><li>
Demonstrated ability to work both independently and collaboratively with cross-functional teams.</li><li>
A continuous learning mindset and interest in staying current with analytics tools, HR tech trends, and best practices.</li></ul> 
Our Benefits:
<ul><li>Dare! We offer robust compensation package including base and bonus, a 401K plan to help you secure your financial future
</li><li>We Care! Pandora offers extensive benefits including: Medical, Dental, Vision, Short/Long Term Disability, Basic Life and AD&amp;D, anniversary gift cards, recognition program and product discounts!</li><li>
We Dream! Pandora is fostering growth and crafting opportunities to support the business needs which learning and development programs, continuous feedback, LinkedIn learning, tuition reimbursement and more</li><li>
We Deliver! PTO Package including: Vacation, Personal, Sick, Celebration days and Paid Holidays</li></ul> 
New York Salary: $93,000 - $116,000 commensurate with experience 
About Pandora: 
Pandora is the world's largest jewellery brand, specialising in the design, crafting and marketing of accessible luxury jewellery made from high-quality materials. Each piece is created to inspire self-expression, allowing people to share their stories and passions through meaningful jewellery. Pandora jewellery is sold in more than 100 countries through 7,000 points of sale, including more than 2,800 concept stores. 
Headquartered in Copenhagen, Denmark, Pandora employs around 39,000 people worldwide and crafts its jewellery with 100% recycled silver and gold. Pandora is committed to leadership in sustainability and has set out to halve greenhouse gas emissions across its value chain by 2030. Pandora is listed on the Nasdaq Copenhagen stock exchange and generated revenue of DKK 32.5 billion (EUR 4.4 billion) in 2025. 
Pandora&rsquo;s recruitment procedures are designed to be transparent and clear for all candidates. This helps us ensure that applicants are provided with a fair and equal opportunity to demonstrate their competencies and skills by removing blocking factors, possible biases, and risks of discrimination. We encourage everyone applying to our vacancies to refrain from adding identity-related elements such as a photo, marital status, and age. 
About Pandora NAM: 
The Pandora North America team in the USA &amp; Canada consists of more than 115 employees working at our offices in New York &amp; Baltimore, more than 80 in our Logistics Center in Columbia, Maryland, an additional 100 in field positions, and more than 3,900 in our owned and operated stores.
Today, the USA is Pandora&rsquo;s single largest market. The Pandora North American region as a whole encompasses over 1,400 points of sale, including over 420 concept stores, with more than 300 being owned and operated by Pandora.</div> 
</div></div>
</div><div><div><h3 class="jobSectionHeader">Job Details</h3>
<div><div>Job Title
Specialist, HR Data, Analytics &amp; Insights
</div><div>Position Type
Full Time
</div><div>Date Posted
06/12/2026
</div><div></div><div>Career Area
Corporate
</div><div>Location(s)
New York, NY 10001, United States
</div><div></div><div>Job ID
1403634533
</div><div>Reference Number</div></div></div></div></div></div>

Specialist, HR Data, Analytics & Insights

Parfums Christian Dior

<div>
 Position
 
 
 
 Company Description
 
 
 
 LVMH Beauty's activities benefit from exceptional dynamism that relies on both the longevity and development of key lines, and on the boldness of new creations.
 
 
 All are driven by the same values: a quest for excellence, creativity, innovation, and perfect mastery of their image.
 
 
 The brands cultivate what makes them unique and are guaranteed to make them stand out in a highly competitive global market. The success of the LVMH Beauty Division depends on finding the right balance between major historic Houses, such as Parfums Christian Dior, Parfums Givenchy, Acqua di Parma, Guerlain, and newer brands with strong potential like Kenzo Parfums, Fresh, and Make Up For Ever.
 
 
 LVMH Beauty invites you today to join its North America teams.
 
 
 LVMH Beauty is part of the LVMH Group.
 
 
 
 Job Description
 
 
 
 The Manager, Human Resources Business Partner (HRBP) plays a critical role in driving business performance through people strategy across a complex, multi-dimensional scope. Reporting directly to the Vice President, Human Resources, LVMH Beauty, with a matrix reporting line to the Director, HRBP, Multi-brands, this role supports two distinct yet interconnected client groups:
 
 
 <ul>
 <li>
 Beauty Tech Americas (Americas scope), partnering closely with the CIO and technology leadership and employees to enable transformation, innovation, and workforce evolution.
 </li>
 <li>
 LVMH Beauty Multi-brands (North America scope), supporting leadership and employees across a portfolio of Maisons with diverse operating models and talent needs.
 
 
 </li>
 </ul>
 The Manager, HRBP acts as a trusted advisor to leadership, translating business priorities into focused people strategies. This role balances strategic partnership with strong operational execution, ensuring consistent application of LVMH and Group HR frameworks while tailoring solutions to business realities.
 
 
 Strategic Business Partnership
 
 
 <ul>
 <li>
 Serve as a trusted advisor to leadership and employees across Beauty Tech Americas and the Multibrands organization, shaping people strategies that strengthen performance, engagement, and culture.
 </li>
 <li>
 Connect business objectives to workforce decisions by understanding value creation, operating models, and talent implications across technology and brand‑led environments.
 </li>
 <li>
 Collaborate with leaders and teams on organizational design, workforce planning, and change initiatives, offering an enterprise perspective and thoughtful challenge grounded in sound judgment.
 
 
 </li>
 </ul>
 Talent &amp; People Strategy
 
 
 <ul>
 <li>
 Translate business strategy into actionable talent priorities across performance management, succession planning, internal mobility, and leadership development.
 </li>
 <li>
 Lead and facilitate performance and talent discussions, leveraging assessment tools, data, and calibrated insights to drive high performance and future readiness.
 </li>
 <li>
 Design and deploy development approaches that integrate learning programs, coaching, mentoring, and experiential opportunities aligned with LVMH competency frameworks.
 </li>
 <li>
 Support career pathways and mobility across functions, brands, and geographies, ensuring alignment with role requirements and business needs.
 
 
 </li>
 </ul>
 Job responsibilities
 
 
 Employee Relations &amp; Engagement
 
 
 <ul>
 <li>
 Manage complex employee relations matters, including conducting thorough and impartial workplace investigations, with discretion, consistency, and compliance, providing practical guidance to leaders and employees.
 </li>
 <li>
 Strengthening team effectiveness and engagement through targeted interventions, culture initiatives, and feedback-driven action plans.
 </li>
 <li>
 Equip managers with the skills and confidence to address employee issues proactively, reinforcing a culture of accountability, trust, and inclusion.
 </li>
 <li>
 Ensure consistent application of policies and practices, adapting communication and training to local and business-specific contexts.
 
 
 </li>
 </ul>
 HR Operations &amp; Execution Excellence
 
 
 <ul>
 <li>
 Ensure high-quality execution of core HR processes, including performance cycles (RISE), compensation reviews (ICR), talent reviews (OMR), and policy revision and deployment.
 </li>
 <li>
 Analyze workforce data and trends to generate insights, inform decision-making, and anticipate risks or opportunities.
 </li>
 <li>
 Partner closely with Centers of Excellence (Talent Development, Talent Acquisition, Total Rewards and HR Controlling, HR Operations) to deliver integrated, fit-for-purpose solutions.
 </li>
 <li>
 Drive HR initiatives with disciplined project management, clear milestones, and effective stakeholder communication.
 
 
 </li>
 </ul>
 Leadership &amp; Collaboration
 
 
 <ul>
 <li>
 Operate effectively within a matrix environment, balancing priorities across Americas and North America scopes.
 </li>
 <li>
 Collaborate with HR colleagues across brands, regions, and functions to ensure alignment, consistency, and knowledge sharing.
 </li>
 <li>
 Representing HR with credibility, discretion, and professionalism, reinforcing LVMH values and standards in all interactions.
 
 
 </li>
 </ul>
 
 Skills Associated
 
 
 
 <ul>
 <li>
 Hard Skills:
 </li>
 <ul>
 <li>
 Business Acumen, Competency Assessment, Data Analysis, Employee Relations, Ethics &amp; Compliance, HR Information Systems, HR Operations, Labor Law, Performance Management
 </li>
 </ul>
 <li>
 Soft Skills:
 </li>
 <ul>
 <li>
 Active Listening, Coaching, Conflict Resolution, Interpersonal Savviness, Interviewing Skills, Problem Solving, Talent Management
 
 </li>
 </ul>
 </ul>
 Profile
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree required; advanced degree or HR certification preferred.
 </li>
 <li>
 7+ years of progressive HR experience in complex, fast-paced organizations.
 </li>
 <li>
 Experience supporting senior leaders and aligning people strategies with business goals.
 </li>
 <li>
 Strong understanding of P&amp;L, operating models, and tech-driven environments.
 </li>
 <li>
 Knowledge of U.S. employment law, employee relations, and HR best practices.
 </li>
 <li>
 Proven success in matrixed, multi-stakeholder settings.
 </li>
 <li>
 Excellent interpersonal, coaching, and influencing skills.
 </li>
 <li>
 Analytical, with the ability to translate data into actionable recommendations.
 
 
 </li>
 </ul>
 
 Preferred Experience
 
 
 
 <ul>
 <li>
 Experience supporting technology, digital, or transformation-driven client groups.
 </li>
 <li>
 Exposure to multi-brand or division (multi-entity) environments, preferably within luxury, consumer, or global organizations.
 
 
 </li>
 </ul>
 Additional information
 
 
 This job description is intended to cover the core accountabilities of the position and is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, and activities may change, or new ones may be assigned at any time with or without notice.
 
 
 All your information will be kept confidential according to EEO guidelines.
 
 
 LVMH Inc. uses the published salary range as a guideline to provide our employees with market competitive pay while allowing for flexibility to recognize and reward various levels of expertise, performance, and tenure.
 
 
 While the published salary range is a good faith reflection of the targeted salary level for the position, LVMH Inc. reserves the right to pay outside of the published range of $115,000.00 - $140,000.00.
</div>

Manager, Human Resources Business Partner

Odyssey House

<div></div><div>TITLE: Clinical Training Coordinator
REPORTS: Vice President, Director of Clinical Support Services
FACILITY: Responsibilities in multiple facilities<div><div><div><div><div>
Our Mission:
Since 1967, Odyssey House has been providing innovative services and programs to a broad population of individuals and families struggling with substance use and mental health disorders. Odyssey House helps New Yorkers of all ages&mdash;and across all five boroughs&mdash;beat drugs and alcohol with highly individualized treatment programs. Odyssey House provides high quality, holistic treatment impacting all major life spheres, including psychological, physical, social, family, educational and spiritual in order to support personal rehabilitation, renewal and family restoration.
If that sounds different than other treatment programs, you&rsquo;re right. Because Odyssey is where recovery gets real. 
MAJOR FUNCTIONS:
The Clinical Training Coordinator is responsible for coordinating and delivering in-service training; acting as system administrator for the electronic learning management system; and as Program Director for grant-funded opioid overdose prevention program. The Clinical Training Coordinator&rsquo;s primary responsibility is to address the training needs of Odyssey House clinical programs. The Clinical Training Coordinator also assures that training remains responsive to the goals and objectives of the Human Resources Department.
SPECIFIC DUTIES &amp; RESPONSIBILITIES:<ul><li>
Research evidenced based clinical approaches and uses information to develop course content for in-service training presentations which assure staff proficiency with clinical and administrative skills.
</li><li>Regularly assesses in-service training needs of the organization; develops, distributes and updates a monthly in-service training calendar.
</li><li>Directly delivers clinically focused in-person, remote synchronous and remote non-synchronous in- service training.</li><li>
Coordinates delivery of in-person, remote synchronous and remote non-synchronous in-service training delivered by subject-matter experts.
</li><li>Manages logistics associated with delivery of in-service training.</li><li>
Maintains electronic learning management system to assure compliance with the training requirements of funders, regulators and Odyssey House standards.</li><li>
Maintains accurate and current files with supportive documentation for all in-service training activities.</li><li>
Assures that employees are provisioned in the electronic learning management system upon hire and that credentials are disabled when employees leave the organization.</li><li>
Aggregates and shares completion and compliance reports from learning management system with program level and senior managers.</li><li>
Assures that program and role specific employee training plans remain up to date with funders and regulators requirements.</li><li>
Assures that content for policies and procedures remain current, uploads current content as policies and procedures are revised.
</li><li>Manages attendance at in-person and remote in-service training sessions; produces and distributes completion certificates.</li><li>
Utilizes electronic learning management system to track completion and recurrence of all live, remote and electronic learning management-based training.</li><li>
Maintains the organization&rsquo;s NYS OASAS Training and Education and NYSED OP SW and MHC provider certification and assures that training and documentation reflect the requirements of each oversight body.</li><li>
Serves as liaison for training delivered by consultants; develops contract agreements and assures course content is well integrated with current clinical practices.</li><li>
Coordinates activities related to opioid overdose response preparedness; acts as Program Director for grant funded opioid overdose prevention program.
</li><li>Attend all required in-service training seminars.</li><li>
Performs other relevant duties as required.</li></ul><h4 class="jobSectionHeader">
REQUIREMENTS: EDUCATION/TRAINING AND EXPERIENCE KNOWLEDGE, SKILLS AND ABILITIES</h4><ul><li>
Master&rsquo;s Degree in a behavioral health discipline with NYS licensure (LMSW, LCSW or LMHC or comparable scope of practice) is required.</li><li>
Experience with delivery of training in a healthcare or behavioral health setting preferred.</li></ul><ul><li>
Proficiency with computer operation (Microsoft Word, Excel, PowerPoint and other MS Office programs) required.</li><li>
Must demonstrate excellent written, verbal, interpersonal and organizational skills.</li><li>
Position requires frequent local travel to Odyssey House facilities.
</li><li>Must be able to work a flexible schedule.</li></ul>
In addition, Odyssey House offers to our Clinical Training Coordinator:<ul><li>
A 35-hour work week (as opposed to a 40-hour work week)</li><li>
Vacation Plan and Holiday Schedule</li><li>
Life Insurance</li><li>
Medical Insurance (Two Plans)</li><li>
Dental and Vision Insurance</li><li>
Additional Insurance Coverages (hospitalization, accidental, critical illness coverage)</li><li>
Long-Term &amp; Short-Term Disability</li><li>
Flexible Spending Account/Health Reimbursement Account</li><li>
403(b) Plan</li><li>
Corporate Counseling Associates (CCA) EAP benefit</li><li>
Ability Assist Counseling Services (through The Hartford)</li><li>
Commuter Benefits</li><li>
Educational Assistance Programs</li><li>
Special shopping discounts through ADP Marketplace and PlumBenefits</li><li>
RUFit?! Fitness Program</li><li>
Legal Assistance through ARAG</li><li>
Optum Financial Service through ConnectYourCare</li><li>
Benefit Advocacy Center through Gallagher</li></ul> 
Odyssey House is an equal opportunity employer maintaining a non-discriminatory policy on hiring of its personnel. Odyssey House, and its operational divisions, will not discriminate against any employee or applicant because of race, creed, color, national origin, sex, disability, marital status, sexual orientation or citizen status in all employment decisions including but not limited to recruitment, hiring, upgrading, demotion, downgrading, transfer, training, rate of pay or other forms of compensation, layoff, termination and all other terms and conditions of employment.</div></div></div></div></div></div>

Clinical Training Coordinator

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