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hr director

Louis Vuitton

<div>
 
 About The Job
 
 
 
 As a Louis Vuitton
 
 Human Resources Director
 
 , you will be a vital ambassador of the Brand, passionately shaping an environment where every individual can thrive. This pivotal role partners closely with local Regional &amp; Retail Management leadership teams, not only to achieve strategic and commercial objectives, but to optimize our workforce and foster exceptional HR planning.
 
 
 You will be instrumental in ensuring that every business decision is made with a deep commitment to recruiting, retaining, and developing top-caliber talent, creating an experience where our people feel valued and empowered, and further elevating Louis Vuitton as an aspirational employer across the marketplace.
 
 
 Job responsibilities
 
 
 Strategic HR Partnership &amp; Management:
 
 
 <ul>
 <li>
 Develop Managers through consistent coaching, identifying development and training needs, and tailor individual action plans.
 </li>
 <li>
 Drive innovation and business growth by building a culture of engagement and high performance, while increasing productivity and retention.
 </li>
 <li>
 Coach and educate managers on conflict resolution, performance management, coaching teams, effective communication &amp; teamwork.
 </li>
 <li>
 Ensure compliance with federal, state, and local employment laws and compliance with company policies &amp; procedures and their communication to the employees.
 </li>
 <li>
 Partner with Internal Communications on the rollout of communication to the region when needed.
 
 
 </li>
 </ul>
 Self + Team Development:
 
 
 <ul>
 <li>
 Manage and administer the Performance Career Review campaign to further support, develop and drive their team&rsquo;s performances.
 </li>
 <li>
 Manage and administer the Organizational Management Review to ensure the identification, development, succession, and retention of talent in the organization.
 </li>
 <li>
 Work closely with the Director of Talent Development, SVP of HR, and other Regional HR Leaders to maximize succession planning &amp; development for the wider team.
 </li>
 <li>
 Identify key training needs and work with Zone Talent Acquisition and Retail Training teams to develop and implement innovative and effective strategies across the Region.
 
 
 </li>
 </ul>
 Delivering Excellence:
 
 
 <ul>
 <li>
 Lead the Regional Talent Acquisition Manager in developing the talent acquisition plan for all retail and regional office management positions; efficiently source &amp; recruit the best candidate while ensuring an inclusive candidate experience at all stages of the recruitment process.
 </li>
 <li>
 Advise and coach Managers on employee relations cases and ensuring that the cases are handled in line with company policies and local legislation.
 </li>
 <li>
 Manage complex ER investigations ensuring they are conducted thoroughly and comply with all company and local legislation.
 </li>
 <li>
 In partnership with the Compensation and Benefits Team to ensure Individual Compensation Review is completed on an annual basis.
 </li>
 <li>
 Work in partnership with the C&amp;B department to ensure that employees are paid accurately in addition to ensuring all staff benefits are administered in line with local legislation.
 
 
 </li>
 </ul>
 Profile
 
 
 The ideal candidate will possess 8+ years of relevant experience in a transferable industry.
 
 
 This role demands elevated communication skills, along with strong presentation abilities. The successful candidate will demonstrate the ability and adaptability to work both tactically &amp; strategically, maintaining self + team composure, and providing insight to foster trust and support development. Knowledge of best practices in talent acquisition, management, and development is essential, as knowledge of local employee and labor relations laws, regulations, and practices.
 
 
 Experience in developing &amp; delivering training is required, along with the ability to work with autonomy in a fast-paced environment with multiple priorities.
 
 
 The appointed candidate will be offered an annual salary within the range of USD $180,000 &ndash; $220,000, a comprehensive benefits package including: medical, dental, vision, short and long-term disability, various paid time off programs, employee discount/perks and two retirement plans both with employer contributions.
 
 
 The position will work in the New York Regional Office onsite and require travel to local stores.
 
 
 Additional information
 
 
 Louis Vuitton is a company that respects the uniqueness of each employee and offers everyone the means to find their place and prosper. We promote initiatives aimed at supporting professional equality for everyone. We strive to go above and beyond purely symbolic measures by building a culture passionate about meaningful strategies aimed at crafting an inclusive workforce.
 
 
 In addition to a generous benefits package, unparalleled career development opportunities, both locally &amp; globally, as an employee at Louis Vuitton, you can expect to be provided with industry-leading training which will offer you an in-depth insight into the luxury and retail environment.
 
 
 Reference LVM32153
</div>

Human Resources Director, Northeast

Columbia University

<div><ul><li>Job Type: Officer of Administration</li>
<li>Regular/Temporary: Regular</li>
<li>Hours Per Week: 35</li>
<li>Salary Range: $140,000 - $155,000</li>
</ul><div>The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to departmental budgets, qualifications, experience, education, licenses, specialty, and training. The above hiring range represents the University's good faith and reasonable estimate of the range of possible compensation at the time of posting.</div> 
<div></div>

Position Summary

The Director, HR/FA will be responsible for optimizing processes in support of the school's organizational goals. Utilizing a hands-on, collaborative approach and decision-making process, this position assists in the development of HR strategies and implementation of human resources best practices in talent acquisition, employee/labor relations, professional development and engagement, compensation, and performance management. The Director will utilize a ticketing system, to track and monitor processes to ensure a consistent and efficient workflow. S/he will also identify inefficiencies and recommend improvements as needed. The ideal candidate is enthusiastic with a focus on customer service, problem-resolution, proven project management experience, creativity and innovation. The incumbent will direct and/or provide counsel with respect to employee and labor relations, progressive discipline, compensation, and policies and procedures interpretation and communication. The incumbent will also act as the department's liaison for internal and external constituents to ensure compliance with institutional policies, federal and state regulations, employment laws and internal controls. Other related duties as assigned.

Responsibilities

People Management and Professional Development
<ul>
<li>Oversee the department&rsquo;s HR/FA team to ensure team members are meeting defined deliverables such as, quality customer service, timely and accurate delivery of information, and ensuring meeting compliance needs. Responsible for their professional development, engagement, and overall performance.</li>
<li>In collaboration with the Sr. Director of HR/FA, Pod leadership and other subject matter experts, provide training and education related to HR/FA operations and develop and maintain Job Aids for operational systems and processes.</li>
Provide leadership training and guidance on various topics related to organizational needs. 
<li>
</li>
</ul>Talent Acquisition/Recruitment
<ul><li>Set Talent Acquisition and recruitment workflows and objectives in alignment with department stakeholders&rsquo; goals and University guidelines.</li><li>Liaise with internal and external constituents to resolve issues and to ensure timely processing of new-hire/appointments and other related transactions.</li><li>Utilize HR Request/Ticketing System to review HR/FA transactions to ensure requests are processed on time and accurately.</li><li>Manage the recruitment of staff through use of Columbia&rsquo;s job site (Talentlink and ASR/Interfolio) as well as use of external sites. Train staff to ensure use of best practices.</li><li>Manage the pre-boarding and on-boarding process used by the HR/FA team to ensure use of best practices. This includes ensuring effective management and compliance of the I-9 process; completing pre-hire background checks, processing all new hires and any employment related changes.</li><li>In collaboration with the POD Sr. Director and school leadership, develop and oversee Service Level Agreements (SLAs) for key requests.</li><li>Work with HR/FA team to complete requests in a timely manner and in compliance with established SLAs and other Columbia University established deadlines.</li><li>Demonstrates skills at troubleshooting problems to determine the best solution(s).</li><li>Escalate time-sensitive or high priority issues to Sr. Director in a timely manner.</li><li>Identify gaps and inefficiencies, provide standardization and improvement to all HR operational processes/systems. Incorporate feedback into a continuous improvement initiative to make HR transactions more efficient and more accurate; collaborate with technical teams as required for the work.</li><li>Oversee and manage the maintenance of electronic employee files working with outside vendor.</li></ul>
Faculty Appointments, Reappointments &amp; Promotions (In addition to the tasks noted under Talent Acquisition) 
<ul><li>Manages HR/FA team to work with the Office of Faculty Affairs to manage the onboarding process so that new faculty and other academic officers are able to on-board smoothly and function in the capacity for which they were hired.</li><li>Oversees the reappointment process. Works with colleagues in the department to manage the reappointment process with focus on adherence to deadlines.</li></ul>
<div>
Compensation 
<ul><li>Conduct compensation reviews/analysis to ensure internal and market equity and work with departmental leadership in creating comprehensive compensation plans;
</li><li>Conducts internal reviews to ensure compensation structure meets best practices and is equitable. Raises and addresses concerns as needed.</li><li>Work with department finance to manage salary roster process and ensure all positions, vacancies and promotions/salary increases and salary allocations are implemented in alignment with the budget and in a fair and equitable fashion.</li></ul></div>

Employee Engagement
<ul><li>Manages strategic initiatives to foster a culture aligned with department and University values and mission.</li></ul>
Employee &amp; Labor Relations 
<ul><li>Proactively responds to employee relations issues. Escalates all employee concerns, issues or complaints to Sr. Director of the Medicine POD. All issues related to harassment allegations and civil rights complaints will be escalated to Sr. Director and other key stakeholders within the department, school, CUIMC HR and medical center as relevant and appropriate.</li><li>Builds and maintains working relationship with union delegates and CUIMC Labor Relations team and adheres to terms of labor contract by monitoring day-to-day implementation of policies concerning wages, hours and working conditions.</li><li>Provide counsel, guidance and direction to employees/faculty and management on employee relations, conflict management, and performance management issues; conducting investigations and terminations, as appropriate.</li></ul> 

Compliance and Immigration
<ul><li>Ensure the department follows all ISSO policies and procedures. Maintain communication with ISSO as appropriate.</li><li>Oversee and ensure compliance concerning I-9 processing, HIPPA Training, Conflict of Interest, Medical Surveillance, Upcoming/Past Visa End Date Status, etc.</li></ul>

Off Boarding
<ul>
<li>Oversees and/or conducts exit interviews and follows up as appropriate. Discusses data from exit interviews with Sr. Director and Department Administrator to make recommendations to the management team for corrective action and continuous improvement. 
Systems and Project Work</li>
<li>Use ServiceNow HR Ticketing System to effectively manage all requests via reports and dashboards and communicate with the HR/FA team.</li>
<li>Manage special projects as designated by the Associate Vice Dean for Human Resources/CAO.</li>
<li>Other: Cross cover other related administrative positions and perform other related duties as assigned.</li>
</ul>
Minimum Qualifications

Bachelor's degree plus five (5) years of related experience, or the equivalent in education, training and experience.

Preferred Qualifications

Master&rsquo;s degree in a related field preferred. HRCI/SHRM Certification desirable. Experience in university, academic environment or healthcare environment a plus. Experience in a unionized environment preferred. 


Other Requirements:

Previous management experience required.

Excellent oral and written communication, interpersonal, organizational, problem-solving and analytical skills required. Proven ability to communicate collaboratively and effectively with all levels of staff and faculty.

Excellent customer service skills with an aptitude for diplomacy, building relationships, reaching consensus and collaborating, negotiation, and managing expectations. Experience using Visual Vault, and PeopleSoft strongly preferred.

Able to meet strict deadlines in a high-volume, multi-tasking environment is essential. Working well under pressure and in delicate, highly emotional situations is necessary for success in this role.

Equal Opportunity Employer / Disability / Veteran

Columbia University is committed to the hiring of qualified local residents.</div>

Director, Human Resources and Faculty Affairs

Pets+People Consumer Products

<div>
 
 JOB LOCATION: NYC
 
 
 
 HYBRID SCHEDULE (3 DAYS IN OFFICE)
 
 
 
 STARTING SALARY: $150,000
 
 
 
 
 
 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. &amp;#8220;We&amp;#8217;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.&amp;#8221; &amp;#8211; 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

SBH Fashion

<div>
 
 Job Title: Senior Director of Human Resources
 
 
 
 
 Position Overview
 
 
 
 Seeking a Senior Director of Human Resources to serve as the sole internal HR leader, owning and building the full HR function across the organization. This is a highly visible role that will partner closely with ownership, executive leadership, and an external HR consultancy firm to drive both strategic initiatives and day-to-day execution.
 
 
 This individual will operate as a true business partner, responsible for shaping the company&rsquo;s people strategy, talent-mapping throughout the organization, and implementing the infrastructure, processes, and tools needed to support continued growth.
 
 
 The ideal candidate brings a balance of strategic thinking and hands-on execution, with a strong ability to influence leadership, build scalable systems, and elevate organizational performance.
 
 
 Success will be measured through a combination of factors including optimization of human capital value and employee morale, reduction of risk, and reduction of turnover rate.
 
 
 
 Key Responsibilities:
 
 
 
 
 HR Leadership &amp; Business Partnership
 
 
 
 <ul>
 <li>
 Act as a trusted advisor to ownership and the executive team, providing guidance on organizational design, workforce planning, and people strategy
 </li>
 <li>
 Partner with senior leadership to align HR initiatives with broader business objectives, growth plans, and operational priorities
 </li>
 <li>
 Serve as the internal point of contact coordinating closely with the company&rsquo;s external HR consultancy firm
 
 
 </li>
 </ul>
 
 Organizational Development &amp; Effectiveness
 
 
 
 <ul>
 <li>
 Evaluate organizational structure, team design, and resource allocation to ensure efficiency and scalability
 </li>
 <li>
 Lead organizational development initiatives, including team assessments, role clarity, and rightsizing efforts
 </li>
 <li>
 Partner with leadership to identify gaps, improve productivity, and optimize team performance while managing costs
 
 
 </li>
 </ul>
 
 Performance Management &amp; Employee Development
 
 
 
 <ul>
 <li>
 Assess, design, and implement modern performance management frameworks, including evaluations, review cycles, and feedback processes
 </li>
 <li>
 Build and formalize accountability structures
 </li>
 <li>
 Drive a culture of continuous feedback, high performance, and professional development across the organization
 
 
 </li>
 </ul>
 
 Manager Coaching &amp; Leadership Enablement
 
 
 
 <ul>
 <li>
 Partner with middle and senior management to improve how they lead, manage, and develop their teams
 </li>
 <li>
 Provide ongoing coaching and guidance to managers on performance management, employee relations, and team engagement
 </li>
 <li>
 Elevate overall management capability across the organization through structured support and best practices
 
 
 </li>
 </ul>
 
 Talent Acquisition &amp; Workforce Planning
 
 
 
 <ul>
 <li>
 Manage the talent acquisition process, including headcount planning, role definition, and hiring prioritization
 </li>
 <li>
 Manage and optimize relationships with external recruiting agencies and partners
 </li>
 <li>
 Ensure hiring processes are efficient, consistent, and aligned with company standards and long-term objectives
 
 
 </li>
 </ul>
 
 Benefits &amp; Payroll Partnership
 
 
 
 <ul>
 <li>
 Partner closely with Finance on payroll processes and workforce cost planning
 </li>
 <li>
 Collaborate with external HR partners to manage employee benefits programs
 
 
 </li>
 </ul>
 
 HR Operations &amp; Infrastructure
 
 
 
 <ul>
 <li>
 Build, implement, and maintain foundational HR processes, policies, and systems
 </li>
 <li>
 Lead the revisions to and rollout of updated comprehensive employee handbook
 </li>
 <li>
 Ensure compliance with all federal, state, and local employment laws and regulations
 
 
 </li>
 </ul>
 
 Technology &amp; Process Innovation
 
 
 
 <ul>
 <li>
 Identify, evaluate, and implement appropriate HR technologies and systems to improve efficiency and decision-making
 </li>
 <li>
 Leverage data and analytics to inform strategic decisions and measure organizational health
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 <ul>
 <li>
 10+ years of progressive HR experience, with at least 3&ndash;5 years in a senior leadership role
 </li>
 <li>
 Experience operating as a standalone or lead HR function
 </li>
 <li>
 Strong background in organizational development, performance management, and talent strategy
 </li>
 <li>
 Proven ability to partner with executive leadership and influence decision-making
 </li>
 <li>
 Experience working with or managing external HR consultants and recruiting agencies
 </li>
 <li>
 Solid understanding of compensation, benefits, compliance, and HR operations
 </li>
 <li>
 Experience in fashion, apparel, consumer goods, or multi-brand environments strongly preferred
 </li>
 <li>
 Demonstrated interest in leveraging technology to enhance HR effectiveness
 </li>
 <li>
 Highly resourceful, hands-on, and comfortable operating in a fast-paced, evolving environment
 
 
 </li>
 </ul>
 Salary $175,000-$225,000
 
 
</div>

Senior Director of Human Resources

Mount Sinai Health System

<div>Description
The Director of Employee and Labor Relations for Icahn School of Medicine at Mount Sinai (ISMMS) will provide a broad range of strategic Employee and Labor Relations across multiple business functions as well as assist with Talent Management, Compensation, Benefits, and Finance. In this environment, the Director will act as an extended staff member and close advisor to school leadership, developing strategic workforce plans, advising on organizational development needs and proactively addressing all human capital concerns including relocating and on-boarding strategies.
To be successful the Director will need the gravitas to establish immediate credibility and adeptly engage the leaders in addressing their human capital business concerns. Taking a highly consultative approach and speaking from a deep knowledge base, the Director will bring fresh perspective, new insights and a sense of partnership to the relationship s/he will build with the School&rsquo;s leadership team. 
Responsibilities<ul><li>
Oversee human resources responsibilities across ISMMS; uses data and fact-based problem-solving techniques to improve processes and outcomes. Ensures that all operations run according to institutional and departmental policies and in accordance with any government or regulatory requirements as applicable.</li><li>
Handles internal investigations for various levels of ISMMS (faculty, fellows, residents, post- doctoral fellows, and staff), including collaboration with Legal and Compliance departments.</li><li>
Manages, interprets, and educates the faculty and staff on the collective bargaining agreement for the post-doctoral fellows who are newly organized. Hearing grievances and other issues presented by the union on behalf of the post-doctoral fellows and the Principal Investigators who supervise them.</li><li>
Plans, develops, and/or maintains departmental standard operating procedures. Regularly reviews policies and procedures and makes changes or recommends changes to superiors as necessary.</li><li>
Collaborate with leadership throughout the School of Medicine to identify personnel needs, workforce planning strategies, and search assignments. Develop and maintain strong working relationships with leadership, and other team members to create a partnership.</li><li>
Serve as HR liaison with department administrators and professional staff regarding the ISMMS policies and procedures and personnel administration. Plans, develops, and maintains departmental standard operating procedures. Regularly reviews policies and procedures and makes changes or recommendations, as well as provides guidance to Administrators and Managers regarding human resources matters, field departmental issues, and confer on restructuring.</li><li>
Advisement of HR policies and Faculty handbook interpretations, including leave procedures for faculty, fellows, residents, post-doctoral fellows, and staff.</li><li>
Develop and conduct training programs related to employee relations and policies and procedures for ISMMS faculty and staff.</li><li>
Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; benchmarking state-of-the-art practices; participating in professional societies.</li></ul> 
Qualifications<ul><li>
Bachelors Degree in Human Resources, Business Administration or related field required. Masters degree preferred</li><li>
6 plus years of progressive HR generalist experience. Knowledge of the principles, practices and procedures relevant to Human Resources.</li><li>
Must have a proven track record of relationship building with both internal and external customers.</li><li>
Must have experience with recruitment and sourcing candidates as well as compensation knowledge, experience with job analysis, general compensation practices and salary structure design.</li><li><div>
Ability to handle employee conflicts and differences by interpreting verbal/ non-verbal behavior, detecting perceptions and needs of staff.</div></li><div></div><li> 
Demonstrated business acumen and the ability to understand business strategy and goals.</li><li><div>
Demonstrated HR knowledge and experience in a technology organization strongly preferred.</div></li><li>
Ability to move about on campus and offsite buildings, may include travel.</li><li>
Ability to thrive in a fast paced, demanding environment.</li><li>
Strong interpersonal skills and communication skills to interact with all levels of an organization and within and across diverse cultures.</li><li>
Analyze and resolve a wide variety of complex issues or problems.</li><li>
Demonstrate good judgment in selecting methods and techniques for obtaining solutions.</li><li>
Ability to handle confidential information.</li><li>
Ability to work independently and within a team environment.</li><li>
Proficiency with Excel Data organization and reporting as well as other MS Office products and HRIS.</li><li>
Strong organizational and multitasking capabilities.</li><li>
Strong analytical and problem solving skills.</li></ul> 
Employer Description
Strength through Unity and Inclusion

The Mount Sinai Health System is committed to fostering an environment where everyone can contribute to excellence. We share a common dedication to delivering outstanding patient care. When you join us, you become part of Mount Sinai&rsquo;s unparalleled legacy of achievement, education, and innovation as we work together to transform healthcare. We encourage all team members to actively participate in creating a culture that ensures fair access to opportunities, promotes inclusive practices, and supports the success of every individual.

At Mount Sinai, our leaders are committed to fostering a workplace where all employees feel valued, respected, and empowered to grow. We strive to create an environment where collaboration, fairness, and continuous learning drive positive change, improving the well-being of our staff, patients, and organization. Our leaders are expected to challenge outdated practices, promote a culture of respect, and work toward meaningful improvements that enhance patient care and workplace experiences. We are dedicated to building a supportive and welcoming environment where everyone has the opportunity to thrive and advance professionally. Explore this opportunity and be part of the next chapter in our history.

About the Mount Sinai Health System:

Mount Sinai Health System is one of the largest academic medical systems in the New York metro area, with more than 48,000 employees working across eight hospitals, more than 400 outpatient practices, more than 300 labs, a school of nursing, and a leading school of medicine and graduate education. Mount Sinai advances health for all people, everywhere, by taking on the most complex health care challenges of our time &mdash; discovering and applying new scientific learning and knowledge; developing safer, more effective treatments; educating the next generation of medical leaders and innovators; and supporting local communities by delivering high-quality care to all who need it. Through the integration of its hospitals, labs, and schools, Mount Sinai offers comprehensive health care solutions from birth through geriatrics, leveraging innovative approaches such as artificial intelligence and informatics while keeping patients&rsquo; medical and emotional needs at the center of all treatment. The Health System includes more than 9,000 primary and specialty care physicians; 13 joint-venture outpatient surgery centers throughout the five boroughs of New York City, Westchester, Long Island, and Florida; and more than 30 affiliated community health centers. We are consistently ranked by U.S. News &amp; World Report's Best Hospitals, receiving high &quot;Honor Roll&quot; status, and are highly ranked: No. 1 in Geriatrics, top 5 in Cardiology/Heart Surgery, and top 20 in Diabetes/Endocrinology, Gastroenterology/GI Surgery, Neurology/Neurosurgery, Orthopedics, Pulmonology/Lung Surgery, Rehabilitation, and Urology. New York Eye and Ear Infirmary of Mount Sinai is ranked No. 12 in Ophthalmology. U.S. News &amp; World Report&rsquo;s &ldquo;Best Children&rsquo;s Hospitals&rdquo; ranks Mount Sinai Kravis Children's Hospital among the country&rsquo;s best in several pediatric specialties. The Icahn School of Medicine at Mount Sinai is ranked No. 11 nationwide in National Institutes of Health funding and in the 99th percentile in research dollars per investigator according to the Association of American Medical Colleges. Newsweek&rsquo;s &ldquo;The World&rsquo;s Best Smart Hospitals&rdquo; ranks The Mount Sinai Hospital as No. 1 in New York and in the top five globally, and Mount Sinai Morningside in the top 20 globally.

Equal Opportunity Employer

The Mount Sinai Health System is an equal opportunity employer, complying with all applicable federal civil rights laws. We do not discriminate, exclude, or treat individuals differently based on race, color, national origin, age, religion, disability, sex, sexual orientation, gender, veteran status, or any other characteristic protected by law. We are deeply committed to fostering an environment where all faculty, staff, students, trainees, patients, visitors, and the communities we serve feel respected and supported. Our goal is to create a healthcare and learning institution that actively works to remove barriers, address challenges, and promote fairness in all aspects of our organization. 
Compensation
The Mount Sinai Health System (MSHS) provides salary ranges that comply with the New York City Law on Salary Transparency in Job Advertisements. The salary range for the role is $140000 - $230000 Annually. Actual salaries depend on a variety of factors, including experience, education, and operational need. The salary range or contractual rate listed does not include bonuses/incentive, differential pay or other forms of compensation or benefits.</div>

Director - Labor & Employee Relations - Icahn School of Medicine at Mount Sinai

Groupe LVMH

<div>Company Description 
LVMH&rsquo;s Beauty 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 is 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 Human Resources Generalist supports the Beauty Division across multiple brands, partnering directly with the HR Director to deliver proactive, business-aligned HR support to both corporate and field populations.
This role serves as a key liaison between client groups and Centers of Excellence (Benefits, HR Operations, Compensation, Talent Acquisition, and external staffing partners), ensuring seamless coordination, timely issue resolution, and a consistent employee experience.
The HR Generalist will support the employee relations intake, assist with investigation processes, support workforce planning initiatives, and provide operational and project support that enables the HR function to effectively support five brands within a fast-paced retail environment.
This position requires a well-rounded HR professional with strong judgment, sound business acumen, and the ability to operate independently while collaborating closely with senior leadership.<ul><li>Full time</li></ul>
Employee Relations Support<ul><li>Conduct intake conversations for employee relations matters, gathering relevant facts, assessing initial risk, and documenting concerns for review with the HR Director.</li><li>Support investigations by coordinating interviews, speaking with witnesses as appropriate, organizing documentation, and drafting written summaries.</li><li>Prepare investigation recaps, follow-up communications, and documentation to ensure timely and consistent resolution.</li><li>Maintain organized records of employee relations cases and support tracking of trends to mitigate risk.</li></ul>
Business Partner &amp; Leadership Support<ul><li>Provide day-to-day HR support to corporate and field leaders in alignment with direction from the HR Director.</li><li>Support performance management processes, including documentation review, corrective action support, and follow-up communications.</li><li>Draft leadership communications related to promotions, organizational updates, compensation changes, and employee matters.</li></ul>
&middot; Support annual and off-cycle compensation processes, including preparation and distribution of merit increase and bonus documentation. &middot; Maintain accurate employee records and ensure compliance with company policies and employment practices.<ul><li>Assist in preparing materials, summaries, and insights for talent discussions and leadership meetings.</li></ul>
Organizational Effectiveness &amp; Workforce Planning<ul><li>Maintain and update organizational charts across multiple brands, ensuring accuracy and alignment with approved structures.</li><li>Support workforce planning initiatives by gathering data, tracking headcount, and assisting in organizational design discussions.</li><li>Prepare executive-ready PowerPoint presentations and reports to support strategic HR and business initiatives.</li></ul>
Cross-Functional &amp; Vendor Coordination<ul><li>Serve as a liaison between client groups and Centers of Excellence (Benefits, Compensation, HRIS, Talent Acquisition), ensuring inquiries are directed appropriately and resolved efficiently.</li><li>Partner with third-party staffing agencies (e.g., AllWork or Pyramid) to support field workforce needs and ensure alignment with company standards.</li><li>Monitor follow-through on cross-functional requests to ensure a seamless employee experience.</li></ul>
Mobility &amp; Visa Support<ul><li>Coordinate visa and work authorization processes for expatriates and VIE program participants in partnership with external immigration counsel and internal stakeholders.</li><li>Track visa timelines, documentation requirements, and compliance deadlines to ensure continuity of employment.</li><li>Serve as a point of contact for managers and employees regarding mobility-related inquiries, redirecting to appropriate experts as needed.</li></ul>
Conduct all other job-related activities.
SUPERVISION RECEIVED
Director, Human Resources
SUPERVISION EXERCISED
None 
Qualifications<ul><li> 
3 years of progressive Human Resources experience, preferably within retail.</li><li>Experience handling employee relations intake and supporting investigations.</li><li>Working knowledge of employment law and HR best practices.</li><li>Experience partnering with cross-functional stakeholders and Centers of Excellence.</li><li>Demonstrated ability to manage confidential and sensitive information with discretion and sound judgment.</li><li>Strong written communication skills, including drafting investigation summaries and executive-level materials.</li><li>Proficiency in Microsoft Office Suite, including advanced PowerPoint and Excel skills.</li><li>Ability to operate independently while maintaining strong collaboration with HR leadership.</li></ul> 
Additional Information 
Must be comfortable with a dynamic work environment where projects and priorities change with the pace of the business
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 $100,000 - $110,000 per year.</div>

Human Resources Generalist (Temporary)

<div><ul><li>Job Type: Officer of Administration</li>
<li>Regular/Temporary: Regular</li>
<li>Hours Per Week: 35</li>
<li>Salary Range: $90,000 - $110,000</li>
</ul><div>The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to departmental budgets, qualifications, experience, education, licenses, specialty, and training. The above hiring range represents the University's good faith and reasonable estimate of the range of possible compensation at the time of posting.</div> 
<div></div>

Position Summary

Reporting to the Associate Director and Sr. Director of Human Resources &amp; Faculty Affairs the Manager will be responsible for managing the day-to-day human resources, faculty affairs of the Surgical Pod. The Manager will also function as team lead and will be responsible for managing staff.

Responsibilities will include but are not limited to:

Recruitment
<ul><li>Obtain required approvals to post positions in applicant tracking systems (Talentlink/ASR*/Interfolio/Clear Company) and relevant publications and/or websites;</li>
<li>Manage hiring transactions within application systems;</li>
<li>Participate in the recruitment process as needed, including pre-screening candidates and reference verification;
<ul><ul><li>ASR = Academic Search and Recruitment, interchangeable with Interfolio</li></ul>
</ul></li></ul>Onboarding
<ul><li>Communicate with candidate, hiring manager and leadership regarding the hiring process;</li>
<li>Provide, obtain and process necessary hiring documents in HRIS systems and paper submissions;</li>
<li>Process, monitor, and track incoming Research Interns, visitors or observers;</li>
<li>Schedule orientation and assist with time sheet population for new hires.</li>
</ul>Faculty Affairs
<ul><li>Facilitate and track all aspects of appointments, promotions, reappointments, and credentialing for faculty (clinical and research), officers of research, student officers and other medical staff;</li>
<li>Liaise with International Student &amp; Scholars office to complete VISA processing and extensions for international hires and employees;</li>
<li>Process letter of non-renewal (LON) requests, stipend terminations and resignations;</li>
<li>Assist the Chair&rsquo;s Office with the Committee on Appointments and Promotions (COAP) and the Tenure process;</li>
<li>Review, edit and post Faculty and Research positions in the University&rsquo;s Recruitment of Academic Personnel System (RAPS) and posting of job advertisements in outside sources/websites.</li>
</ul>Payroll/Compensation Changes
<ul><li>Using TLAM, maintain timesheets and accrual balances for support staff, non-union support staff, and part-time employees;</li>
<li>Review and complete all HRCULES requests for promotions/reclassifications;</li>
<li>Assist with the annual salary and zero-salary roster.</li>
</ul>Employee &amp; Labor Relations
<ul><li>Provide support to the HR Director(s) and leadership pertaining to employee &amp; labor relation issues (including grievance resolution, disciplinary action, termination).</li>
</ul>Compliance:
<ul><li>Track and ensure compliance concerning I-9 processing, Annual Hospital Training, Influenza Program, HIPPA Training, Conflict of Interest, Medical Surveillance, Upcoming/Past Visa End Date Status, etc.</li>
</ul>Supervisor Responsibilities:
<ul><li>Train and guide HR/FA Generalist on all transactional processes;</li>
<li>Assist Generalists with identification of key priorities and problem-resolution, as required;</li>
<li>Meet weekly with Department Administrators to review task list and provide updates.</li>
</ul>
Minimum Qualifications
<ul>
<li>Bachelors degree or equivalent in education and experience.</li>
<li>Minimum 4 years of experience</li>
</ul>
Preferred Qualifications
<ul>
<li>Healthcare and or Academic Medicine experience strongly preferred</li>
<li>Certification (SHRM, Labor Relations, HR, etc) preferred</li>
<li>Degree in Human Resources or related field preferred</li>
<li>Human Resources experience preferred</li>
<li>Experience using Peoplesoft, TalentLink, and Columbia Financial systems a plus.</li>
</ul>
Equal Opportunity Employer / Disability / Veteran

Columbia University is committed to the hiring of qualified local residents.</div>

Manager, Human Resources & Faculty Affairs

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