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hr director

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

MongoDB

<div>MongoDB is looking for a transformational HR Leader who has partnered with senior leaders to drive complex, global change at scale. As the Senior Director, you will partner with the Chief Revenue Officer Leadership Team and the VP, HRBP to drive a people strategy that enables durable, profitable growth, expands our market reach, and builds a deep bench of leaders for tomorrow. The role reports to the VP, HR Business Partnering and manages a global team of two.

At MongoDB, the HRBP team's key focus is to be a trusted advisor to business leaders, translating business strategy into people and organizational priorities that drive performance, culture and growth. This includes shaping workforce strategy &amp; culture, optimizing organizational design and building leadership capability. They use data and insights to influence decisions, anticipate talent needs and ensure that the business has the right structure, culture and capabilities to scale. In short, they are an extension of the business leadership team. They accomplish all of this through very close collaboration with the various other functions within the People Team - Total Rewards, Culture Talent &amp; Development, Talent Acquisition, Regional HR, HR Operations, and People Analytics.
<h3 class="jobSectionHeader">Key Responsibilities</h3>

Strategic Partnership &amp; Business Leadership
<ul>
<li>Serve as a trusted advisor to the CRO and global Sales leadership team, shaping people and organizational strategies that drive scalable revenue growth and global market expansion</li>
<li>Leverage business acumen and data-driven insights to influence decisions on organization design, talent strategy, and leadership effectiveness</li>
<li>Lead and develop a global team, fostering growth, excellence, and deep partnership capability</li>
</ul>
Talent &amp; Performance Management
<ul>
<li>Drive a high-performance culture through disciplined goal-setting, continuous feedback, and performance calibration across regions</li>
<li>Partner with leaders to identify, develop, and retain top talent</li>
<li>Use analytics and insights to diagnose trends, assess bench strength, and implement targeted development and engagement strategies that sustain performance</li>
<li>Practice what you coach within your own team, providing continuous feedback, coaching and guidance to your team of BPs</li>
</ul>
Leadership Development &amp; Succession Planning
<ul>
<li>Lead succession planning for critical roles, ensuring depth and readiness across the global Sales organization</li>
<li>Provide executive coaching and counsel to senior leaders to elevate influence, decision-making, and people leadership capability</li>
</ul>
Organizational Planning, Design &amp; Change Leadership
<ul>
<li>Lead global transformation and organizational design initiatives to ensure that the organizational structure enables accountability, scalability and performance</li>
<li>Architect organizational change, ensuring transformations are executed thoughtfully and sustainably with clear communication and employee engagement</li>
</ul>
Culture &amp; Employee Experience
<ul>
<li>Act as a culture carrier and change agent, embedding company values and leadership principles into daily decisions, programs &amp; behaviors</li>
<li>Foster a culture of retention where teams feel empowered and aligned to outcomes</li>
</ul><h3 class="jobSectionHeader">Profile &amp; Experience</h3>
<ul><li>12+ years of HR experience, including 8+ years in senior HRBP roles and at least 4+ years leading a team of HRBPs</li>
<li>Proven success leading people strategy and organizational transformation in a high-growth, high-performance technology company</li>
<li>Strong business acumen and deep understanding of Go-To-Market operations and strategies</li>
<li>Demonstrated ability to influence, build trust, and drive change across complex global organizations with very senior leaders</li>
<li>Track record of leading through ambiguity and scaling organizations</li>
<li>Analytical and insight-driven; uses data to guide decisions and measure impact</li>
<li>Exceptional communication, judgment, and credibility at the most senior levels</li>
<li>Consumption experience is a plus</li>
</ul><h3 class="jobSectionHeader">About MongoDB</h3>

MongoDB is built for change, empowering our customers and our people to innovate at the speed of the market. We have redefined the database for the AI era, enabling innovators to create, transform, and disrupt industries with software. MongoDB's unified database platform, the most widely available, globally distributed database on the market, helps organizations modernize legacy workloads, embrace innovation, and unleash AI. Our cloud-native platform, MongoDB Atlas, is the only globally distributed, multi-cloud database and is available across AWS, Google Cloud, and Microsoft Azure.

With offices worldwide and over 60,000 customers, including 75% of the Fortune 100 and AI-native startups, relying on MongoDB for their most important applications, we're powering the next era of software.

Our compass at MongoDB is our Leadership Commitment, guiding how and why we make decisions, show up for each other, and win. It's what makes us MongoDB.

To drive the personal growth and business impact of our employees, we're committed to developing a supportive and enriching culture for everyone. From employee affinity groups, to fertility assistance and a generous parental leave policy, we value our employees' wellbeing and want to support them along every step of their professional and personal journeys. Learn more about what it's like to work at MongoDB, and help us make an impact on the world!

MongoDB is committed to providing any necessary accommodations for individuals with disabilities within our application and interview process. To request an accommodation due to a disability, please inform your recruiter.

MongoDB is an equal opportunities employer.

Req ID: 1273422877</div>

Senior Director, HR Business Partnering

Women's Prison Association

<div></div><div><div><div><div><div><div><div><div>About:
The Women&rsquo;s Prison Association (WPA) was founded in 1845 in New York City by Quaker abolitionist and prison reformer Abigail Hopper Gibbons. Established in response to the overcrowded and inhumane conditions in New York jails, WPA sought to support incarcerated women, who at the time were often considered &ldquo;unredeemable.&rdquo; It was the first organization dedicated to the rights and rehabilitation of system-involved women.
Today, decarceration is our North Star. Based in New York City, WPA strives to make the incarceration of women obsolete. We operate on a gender-responsive, trauma-informed model of support that provides the essential services justice-impacted women need to remain in their communities, heal, and thrive.
WPA is at an exciting and pivotal moment in its evolution. In 2025, WPA adopted a transformative 3-year strategic plan centered around three impact goals:
<ul>
<li>Create a comprehensive, high-quality service model, prioritizing housing support and essential care for justice-impacted women.</li>
<li>Weave an effective, robust community support network so that justice-impacted women receive the opportunities, services, and gender-responsive care they need.</li>
<li>Shift public opinion and justice system practices and policies so that community-based support, and not incarceration, is the default response to contact with the criminal legal system.</li>
</ul>
As the organization advances, this role will contribute to WPA's continued growth and stability.
Position Description:
The Director of Community-Based Care (CBC) provides strategic leadership and operational oversight for all community-based services within the organization. This role ensures the effective coordination and delivery of trauma-informed care management, supporting participant stabilization, access to essential resources, and successful reintegration into the community. The Director drives consistency, accountability, and participant centered outcomes that promote long-term stability and opportunity.
The Director of CBC is responsible for program quality, staff supervision, cross-program coordination, and partnership development with community organizations. The position plays a key role in aligning community based services with the organization&rsquo;s broader care management model and ensuring that participants transitioning from programs such as Alternatives to Incarceration (ATI) or Prison/Jail-Based Services (PJBS) receive comprehensive, coordinated support in the community.
Essential Duties &amp; Responsibilities:
Program Leadership and Oversight
<ul>
<li>Provide leadership and oversight for all Community-Based Care and related services.</li>
<li>Ensure effective implementation of care management practices that support participant stabilization and long-term success.</li>
<li>Develop and implement program goals, service delivery strategies, and performance benchmarks.</li>
<li>Monitor program performance and ensure services meet contractual and organizational requirements.</li>
</ul>
Participant Services and Care Management
<ul>
<li>Oversee the development and implementation of individualized service plans for participants.</li>
<li>Ensure participants are connected to critical supports including housing, behavioral health services, public benefits, and employment opportunities.</li>
<li>Support coordination between community-based services and other organizational programs such as ATI, SAP, and PJBS.</li>
</ul>
Program Integration and Coordination
<ul>
<li>Work closely with other program leaders to facilitate smooth transitions for participants moving between programs.</li>
<li>Participate in cross-program case reviews and collaborative planning efforts.</li>
<li>Support the implementation of shared intake and assessment processes.</li>
</ul>
Partnership Development
<ul>
<li>Build and maintain relationships with community-based organizations, housing providers, behavioral health agencies, workforce partners, and government entities.</li>
<li>Strengthen referral networks to expand access to services for program participants.</li>
<li>Represent WPA in community-based settings, including meetings with partners, government agencies, and service providers, and conduct site visits to program locations.</li>
</ul>
Data, Reporting, and Quality Assurance
<ul>
<li>Monitor program data and outcomes to evaluate service effectiveness.</li>
<li>Ensure accurate documentation, reporting, and compliance with funder requirements.</li>
<li>Work with the care management to support quality assurance and continuous improvement efforts.</li>
</ul>
Strategic Planning
<ul>
<li>Identify opportunities to enhance community-based services and improve participant outcomes.</li>
<li>Contribute to program development, funding opportunities, and organizational strategic planning.</li>
</ul>
Staff Supervision and Development
<ul>
<li>Supervise program managers, care managers, peer specialists, and other program staff.</li>
<li>Ensure appropriate caseload distribution and supportive supervision of frontline staff.</li>
<li>Recruit, hire, and onboard staff aligned with WPA&rsquo;s mission.</li>
<li>Supervise and support staff through regular check-ins, evaluations, and coaching.</li>
<li>Manage staff performance by setting expectations, providing feedback, and addressing challenges.</li>
<li>Foster a positive, inclusive team culture that supports professional growth, retention, and staff satisfaction.</li>
<li>Participate in required training sessions and ongoing professional development.</li>
<li>Perform other duties or special projects assigned by supervisor or leadership.</li>
</ul>
Qualifications:
Education/Certification Requirements
<ul>
<li> Bachelor&rsquo;s degree required; Master&rsquo;s degree in Social Work, Public Administration, Criminal Justice, or a related field preferred.</li>
</ul>
Experience Required
<ul>
<li>3+ years&rsquo; experience supervising, mentoring, and supporting staff.</li>
<li>5-7 years&rsquo; experience in human services, community-based programming or reentry services.</li>
<li>Strong knowledge of trauma-informed practices, case management models, and community resource systems.</li>
<li>Experience working with justice-involved populations, survivors, or individuals facing housing and economic instability preferred.</li>
</ul>
Competencies
<ul>
<li> Strong leadership, performance management, and supervisory skills to build and sustain a supportive, accountable, and high-performing team environment.</li>
<li>Ability to manage complex programs and multiple priorities, ensuring alignment with organizational goals and high-quality service delivery.</li>
<li>Excellent partnership and relationship-building skills with the ability to engage internal and external stakeholders.</li>
<li>Strong organizational and problem-solving skills, with the ability to navigate competing demands and drive effective outcomes.</li>
<li>Effective communication skills, both written and verbal, with the ability to prepare clear, professional, and data-informed reports.</li>
<li>Strong interpersonal skills, including active listening, conflict resolution, and the ability to foster collaboration across teams.</li>
<li>Ability to analyze data and use insights to inform program performance, decision-making, and continuous improvement.</li>
<li>Professionalism and discretion in handling sensitive information.</li>
<li>Demonstrated ability to operate with initiative, adaptability, and accountability in a dynamic environment.</li>
<li>Awareness of the racial, gender, and socioeconomic dynamics impacting underserved communities, with familiarity supporting women impacted by incarceration and related systems.</li>
<li>Commitment to equity, trauma-informed practice, and participant-centered care.</li>
<li>Proficiency in Microsoft Outlook, Word, Excel, and related applications.</li>
<li>Commitment to confidentiality, cultural humility, and professional integrity.</li>
<li>Ability to exercise sound judgment, particularly in high-pressure or crisis situations.</li>
<li>Strong commitment to diversity, equity, inclusion, and belonging, with a passion for social justice.</li>
<li>Alignment with WPA&rsquo;s vision to make incarceration obsolete by supporting women in their communities.</li>
</ul>
Compensation, Perks &amp; Benefits*:
Annual Salary: $95,000, commensurate with education and experience.
WPA offers a competitive benefits package including health insurance, employer-paid dental insurance, generous paid time off, paid leave, as well as:
Health &amp; Wellness
<ul>
<li>Health &amp; Vision insurance</li>
<li>Employer-paid dental coverage</li>
<li>100% premium paid Short- and Long-Term Disability</li>
<li>Paid family and medical leave</li>
<li>Access to an Employee Assistance Program (EAP)</li>
<li>Companywide Wellness Challenges</li>
</ul>
Time Off &amp; Flexibility
<ul>
<li>12 paid holidays, including a paid holiday week between Christmas and New Year&rsquo;s</li>
<li>Floating holidays and Personal days</li>
<li>Hybrid work options for various roles</li>
</ul>
Financial Benefits
<ul>
<li>403(b) retirement plan</li>
<li>Tax-deferred commuting benefits via ThrivePass</li>
<li>529 college savings plan</li>
<li>Flexible Spending Accounts (FSAs)</li>
<li>&ldquo;Aspiring Professionals&rdquo; Scholarship Program</li>
</ul>
Growth &amp; Development
<ul>
<li>WPA University ~ Learning Management System (LMS) for on-demand learning</li>
<li>Internal &amp; External training opportunities</li>
<li>CUNY sponsored scholarship to HSCAS for employee education</li>
</ul>
Extra Perks
<ul>
<li>Access to the &ldquo;Alcott HR Marketplace&rdquo; employee discount program</li>
<li>Milestone Celebrations &amp; Awards</li>
</ul>
<ul><li>Benefits eligibility may vary based on the number of hours worked.</li></ul>
WPA strongly values diversity and inclusivity in the workplace. We&rsquo;re proud to be an equal opportunity and affirmative action employer. All hires to our team are based on qualifications, merit, and organizational needs. We recruit, employ, train, and promote regardless of systems involvement and race, color, religion, disability, sex, sexual orientation, gender identity, national origin, age, veteran status, genetic characteristic, or any other protected status. Faithful to our mission, all of our employees share in these commitments as a guide to engage one another with dignity and respect. Individuals with criminal justice involvement are strongly encouraged to apply.
Please email your resume, cover letter, and salary requirements to jobs@wpaonline.org. You must include &quot;Director of Community-Based Care&quot; in the subject line of your email.</div></div></div></div></div></div></div></div><div></div>

Director of Community Based Care (Full-time)

Confidential

<div>
 
 
 About the Company
 
 
 
 
 
 
 The Vice President, Human Resources is a working executive accountable for the design, governance, execution, and outcomes of all human capital frameworks in alignment with the organizational strategies and objectives. This role functions as a working executive position, with the Vice President actively engaged in execution and delivery rather than serving solely as a departmental overseer. Human Resources operates as an execution and enforcement function driven by applicable federal, state, and local law, healthcare regulatory requirements, and company policies and conditions of employment. It operates in service of the company&rsquo;s objectives and mission. Employees are a critical organizational asset and are managed to ensure performance, compliance, and alignment with enterprise standards.
 
 
 
 
 
 
 
 
 
 About the Role
 
 
 
 
 
 
 The Vice President, Human Resources is responsible for establishing and enforcing systems that ensure:
 
 
 
 
 <ul>
 <li>
 Legal and regulatory compliance
 </li>
 <li>
 Recruitment, Retention, Attrition of workforce capability and performance
 </li>
 <li>
 Organizational discipline and accountability
 </li>
 <li>
 Scalable infrastructure to support a 24/7 clinical-operational environment
 </li>
 </ul>
 
 
 
 
 This role carries both executive leadership authority and direct operational accountability and requires active hands-on execution, and full ownership of outcomes.
 
 
 
 
 
 
 
 
 
 Responsibilities
 
 
 
 
 
 
 CORE PRINCIPLES OF THE ROLE:
 
 
 
 
 <ul>
 <li>
 The Vice President, Human Resources actively designs and governs all Human Resources systems and is accountable for their execution in alignment with applicable federal, state, and local law, healthcare regulatory requirements, and company policies and conditions of employment.
 </li>
 <li>
 The organization defines standards; Human Resources ensures adherence.
 </li>
 <li>
 All Human Resources authority is exercised under the direction and governance of the Chief Operating Officer.
 </li>
 <li>
 Leadership is accountable for workforce performance; Human Resources enforces the systems that enable and govern that performance.
 </li>
 <li>
 Compliance is non-negotiable and must be proactively managed.
 </li>
 <li>
 Human Resources is not advisory-only; it is an enforcement and execution function.
 </li>
 <li>
 Organizational need, performance, and regulatory compliance take precedence in all Human Resources decisions.
 </li>
 </ul>
 
 
 
 
 The following functions report directly to the Vice President, Human Resources:
 
 
 
 
 <ul>
 <li>
 Recruitment / Talent Acquisition
 </li>
 <li>
 Employee Relations and Investigations
 </li>
 </ul>
 
 
 
 
 ESSENTIAL DUTIES AND RESPONSIBILITIES:
 
 
 
 
 
 In collaboration with and at the direction of the Chief Operating Officer, the Vice President, Human Resources is responsible for:
 
 
 
 
 
 
 Organizational Governance &amp; Workforce Control
 
 
 <ul>
 <li>
 Establish and enforce HR policies and standards
 </li>
 <li>
 Ensure alignment with organizational objectives
 </li>
 <li>
 Maintain centralized HR governance
 </li>
 <li>
 Enforce uniform application of policies
 </li>
 </ul>
 
 
 
 
 
 Legal, Regulatory, and Compliance Oversight
 
 
 <ul>
 <li>
 Enforce compliance with all employment laws
 </li>
 <li>
 Lead employment risk management
 </li>
 <li>
 Lead investigations
 </li>
 <li>
 Coordinate with external counsel at the direction and governance of the COO
 </li>
 </ul>
 
 
 
 
 
 Workforce Performance Systems
 
 
 <ul>
 <li>
 Implement performance management systems
 </li>
 <li>
 Provides leadership over performance management, corrective action, and separation decisions
 </li>
 <li>
 Enforce accountability
 </li>
 </ul>
 
 
 
 
 
 Talent Acquisition
 
 
 <ul>
 <li>
 Lead hiring frameworks
 </li>
 <li>
 Ensure alignment with organizational needs
 </li>
 <li>
 Maintains direct leadership and operational control over Recruitment
 </li>
 <li>
 Directly involved in hiring decisions
 </li>
 <li>
 Succession planning and execution
 </li>
 </ul>
 
 
 
 
 
 Compensation and Benefits
 
 
 <ul>
 <li>
 Recommend and develop compensation strategy
 </li>
 <li>
 Ensure defensibility and consistency
 </li>
 </ul>
 
 
 
 
 
 Employee Relations
 
 
 <ul>
 <li>
 Maintains direct leadership and operational control over Employee Relations/Investigations
 </li>
 <li>
 Leads employee complaints and grievance resolution
 </li>
 <li>
 Directly involved in investigations and resolutions of employee matters
 </li>
 <li>
 Enforce conduct standards
 </li>
 </ul>
 
 
 
 
 
 Policy Control
 
 
 <ul>
 <li>
 Develop and enforce policies
 </li>
 <li>
 Maintain version control
 </li>
 </ul>
 
 
 
 
 
 Training and Development
 
 
 <ul>
 <li>
 Design and implement HR-related training
 </li>
 <li>
 Support leadership capability
 </li>
 </ul>
 
 
 
 
 
 Workforce Metrics
 
 
 <ul>
 <li>
 Maintain and analyze HR data and trends
 </li>
 <li>
 Drive improvements
 </li>
 </ul>
 
 
 
 
 
 Executive Accountability
 
 
 <ul>
 <li>
 Serve as senior leader accountable for execution and outcomes
 </li>
 <li>
 Act as a trusted advisor to the leadership
 </li>
 </ul>
 
 
 
 
 
 Competency Management
 
 
 <ul>
 <li>
 Establish, assess, and enforce competencies in collaboration with departmental leadership; departmental leadership remains accountable for role-specific competency and performance
 </li>
 <li>
 Maintain audit-ready documentation
 </li>
 <li>
 Require revalidation and corrective action
 </li>
 </ul>
 
 
 
 
 
 Qualifications
 
 
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree required (Human Resources, Business, Labor Relations, or related)
 </li>
 <li>
 Master&rsquo;s degree preferred (MBA, MHRM, MSIR, or Organizational Psychology)
 </li>
 </ul>
 
 Professional certifications preferred:
 
 <ul>
 <li>
 SHRM-SCP
 </li>
 <li>
 SPHR
 </li>
 <li>
 12&ndash;15+ years progressive HR leadership experience
 </li>
 <li>
 5&ndash;7+ years at a senior/enterprise level
 </li>
 <li>
 Proven leadership across:
 </li>
 <li>
 Employee relations
 </li>
 <li>
 Talent management
 </li>
 <li>
 Compensation and benefits
 </li>
 <li>
 Compliance and investigations
 </li>
 <li>
 Organizational design and change management
 </li>
 </ul>
 
 
</div>

Vice President Human Resources

Dr. Richard Izquierdo Health and Science Charter School

<div>Classification

Exempt, 12-Month Employee 


Reports to

Executive Director 


Overview

The Senior Human Resources Manager at the Dr. Richard Izquierdo Health and Science Charter School is someone with NYC charter school experience in the HR department as well as someone with extensive experience managing employee relations. The Senior Human Resources Manager provides guidance and enhances performance in a manner that incorporates Dr. Richard Izquierdo Health and Science Charter School's vision, and works collaboratively with the school leadership team to develop a school-wide culture of professionalism and achievement of common goals. We are seeking someone who has high levels of integrity, attention to detail, and holds him/herself accountable with consistency. Further, the candidate should possess NYS labor law knowledge and experience working in an urban educational setting. 


HR Operations
<ul>
<li>Lead the execution of HR policies and initiatives that support the school's mission and long-term goals.</li>
<li>Ensure that HR functions&mdash;such as employee compliance, time and attendance, and HRIS systems&mdash;are effectively managed.</li>
<li>Partner with the Executive Director to implement best practices that enhance HR processes, promote organizational efficiency and strengthen employee experience.</li>
<li>Stay current on employment laws, HR best practices, ensuring the school complies with federal, state, and local labor laws.</li>
<li>Oversee HR data, analytics, and reporting, leveraging insights to drive informed decision-making.</li>
<li>Possess knowledge of Paylocity and/or HRIS systems and adeptly navigate in service of our employees.</li>
<li>Collaborate with finance and special projects as needed to ensure a timely and accurate payroll process.</li>
<li>Review the employee handbook to advise the Executive Director on best practices that can be added or enhanced.</li>
<li>Ensure all HR files are accurate, organized and up to date as per all compliance requirements.</li>
<li>Oversee the Teacher Certification initiative to ensure that all teachers are on the path to certification.</li></ul> 


Employee Relations + Adult Culture
<ul>
<li>Advise managers and employees on company policies related to employee conduct, performance improvement plans, and workplace issues.</li>
<li>Serve as a trusted resource and advisor to employees and managers on workplace concerns, ensuring fair and consistent conflict resolution.</li>
<li>Partner with leadership to implement equitable HR policies and procedures that support an inclusive and respectful work environment.</li>
<li>Conduct thorough, impartial investigations into employee concerns, including potential policy violations and legal compliance issues, to ensure fair and objective resolutions.</li></ul> 


Partnership Management
<ul>
<li>Collaborate with the school's benefits broker to ensure benefits for staff are communicated, supported and easily accessible.</li>
<li>Work with our leave administrator to facilitate approved leaves of absences while supporting the school to uphold its responsibilities to students.</li>
<li>Coordinate with the school's Workers' Compensation insurance partners to support any employees who are in need of this benefit.</li>
<li>Maintain a dialogue with Paylocity partners to ensure that all areas of the platform are functioning in support of our employees.</li>
<li>Partner with the finance department and senior special projects manager to coordinate HR functions across the school, including but not limited to, the Teachers' Retirement System pension plan and the school's 403B partner.</li></ul> 


Talent Recruitment, Onboarding + Offboarding
<ul>
<li>Initiate ways to recruit new talent by designing referral drives, communicating with staff, posting on job boards, and advertising positions open at our school.</li>
<li>Manage the end-to-end recruitment and onboarding process to ensure new hires' seamless and welcoming experience.</li>
<li>Screen resumes for qualified candidates to present to hiring managers.</li>
<li>Manage offboarding procedures, including exit interview coordination.</li>
<li>Gather and analyze exit interview data to provide insights on employee retention and organizational improvements.</li></ul> 


Other Essential Functions
<ul>
<li>Display the highest ethical and professional behavior in working with students, parents, school personnel, and outside agencies associated with the school.</li>
<li>Protect the confidentiality of records and information about staff, and use discretion when sharing any such information within legal confines.</li>
<li>Respond to employee emails within the same day as received.</li>
<li>Supervise the preparation of any state and federal reports for compliance.</li>
<li>Participate in staff meetings and school-wide events as needed.</li>
<li>Possess exceptional communication and problem-solving skills, with a high level of emotional intelligence.</li>
<li>Consistently ensures punctuality and reliability at work, serving as a model of professionalism.</li></ul> 


Required Education and Experience
<ul>
<li>Bachelor's degree in Human Resources, Organizational Development, or a related field (Master's degree preferred).</li>
<li>Progressive HR experience, with at least 3-5 years in a NYC charter school.</li>
<li>HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.</li>
<li>Proficiency in using all technology tools, including Google Suite and HRIS systems.</li></ul> 


Position Type and Expected Hours of Work

This is a full-time 12-month position. This is a HYBRID position; with up to three days a week being remote. The regular hours and workdays are Monday through Friday, 8:00 am to 4:00 pm in addition to any special events to which all staff are expected to attend. 


Salary Range

$85,000-$100,000 annually (Based on Experience) 


Travel

Minimum to no travel required 


EEO Statement

Dr. Richard Izquierdo Health and Science Charter School provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, and transfer, leaves of absence, compensation and training.</div>

Senior Human Resources Manager

Marc Jacobs

<div>
 Marc Jacobs International, powered by the creative genius of Marc Jacobs, seeks a
 
 Human Resources Coordinator
 
 to join the
 
 Human Resources team
 
 based in its New York City (SoHo) headquarters.
 
 
 Reporting to the Human Resources Director, the
 
 Coordinator
 
 is responsible for providing HR support to the Marc Jacobs corporate population. This position will be a partner and driver for the People Lifecyle moments which include Employee Engagement, Onboarding, Recruitment, Internal Communication, and HR Administration. The ideal candidate will understand Marc Jacobs&rsquo; business, be proactive and support managers and employees (including temporary employees and consultants) throughout all lifecycle events.
 
 
 
 Responsibilities
 
 
 
 
 Communication:
 
 
 
 <ul>
 <li>
 Facilitate effective internal communications by drafting and distributing company-wide announcements, policy updates, and other HR-related information.
 </li>
 <li>
 Respond to internal and external HR-related inquiries, directing employees to appropriate resources when necessary.
 </li>
 <li>
 Support the development and dissemination of content for employee communication channels.
 </li>
 <li>
 Provide Human Resources policy guidance and interpretation with the business.
 
 
 </li>
 </ul>
 
 Onboarding, Offboarding, and Other Projects:
 
 
 
 <ul>
 <li>
 Lead the onboarding process by conducting new hire orientation for corporate new hires, managing associated paperwork, and conducting check-in meetings.
 </li>
 <li>
 Continue to upgrade the onboarding program with an eye on Employer Branding.
 </li>
 <li>
 Facilitate the offboarding processes, including exit interviews, final paperwork, and coordination with relevant departments.
 </li>
 <li>
 Collaborate on ad-hoc projects with specialized HR functions (e.g., talent acquisition, learning and development, etc..) to enhance the impact of HR initiatives.
 
 
 </li>
 </ul>
 
 HR Administration:
 
 
 
 <ul>
 <li>
 Act as the primary contact for all HR administrative aspects across all organizational levels.
 </li>
 <li>
 Maintain organizational charts, HR trackers, etc and ensure they are always up to date which will result in better KPI metric tracking and employee data collection.
 </li>
 <li>
 Consistently review, interpret, and recommend process and/or program improvements, based on analytics and data insights, as well as employee feedback.
 
 
 </li>
 </ul>
 
 Recruitment
 
 
 
 <ul>
 <li>
 Assist in the full recruitment lifecycle for employees (Temporary, Consultants, and Full Time) including creating associated paperwork and screening resumes
 </li>
 <li>
 Coordinate background checks and reference checks.
 </li>
 <li>
 Prepare offer letters and new hire documentation.
 </li>
 <li>
 Ensure compliance with all temporary employment regulations.
 
 
 </li>
 </ul>
 
 Employee Engagement:
 
 
 
 <ul>
 <li>
 Organize and execute company events, celebrations, and team-building activities on a monthly basis.
 </li>
 <li>
 Facilitate key HR programs including but not limited to onboarding, performance management, engagement, and retention on a regular basis
 </li>
 <li>
 Support development and maintenance of internal programs focused on workforce retention, recognition and engagement.
 
 
 </li>
 </ul>
 
 QUALIFICATIONS:
 
 
 
 <ul>
 <li>
 1-3 years&rsquo; experience in Human Resources.
 </li>
 <li>
 Passion for People.
 </li>
 <li>
 Highly organized with attention to detail and ability to multitask
 </li>
 <li>
 Excellent time management and follow-through skills.
 </li>
 <li>
 Maturity and discretion to handle confidential matters.
 </li>
 <li>
 Ability to handle multiple priorities in a fast-paced environment.
 </li>
 <li>
 Team player and proactive personality.
 </li>
 <li>
 Excellent communication, and interpersonal skills &ndash; ability to communicate with all levels of employees.
 </li>
 <li>
 Strong Human Resources sensibility and critical thinking.
 </li>
 <li>
 Must be available to work onsite in the office multiple days per week.
 </li>
 <li>
 Advanced computer skills (Outlook, Word, Excel, PowerPoint).
 
 
 </li>
 </ul>
 
 SALARY &amp; BENEFITS/WHAT WE OFFER:
 
 
 
 The compensation for this position ranges from $31-$33 (annually). The rate of pay offered will be dependent upon candidate&rsquo;s relevant skills and experience. In addition, we offer our employees a comprehensive benefits package including paid holidays, vacation time, sick and personal time, medical, dental and vision insurance, and 401k matching. We also offer discounts on travel, entertainment, and more through our partnership with PerkSpot. MJ employees also receive discounts on MJ products throughout the year, as well as access to discounts on other LVMH brands.
 
 
 
 About Marc Jacobs
 
 
 
 For nearly 40 years, Marc Jacobs has been a driving force in fashion with his philosophy: pioneering designs, an irreverent spirit, the everyday and the extraordinary. Today, the brand continues to make its Marc as rebellious, unpredictable, and original.
 
 
 Our work is founded on our core brand pillars: unexpected, utilitarian, urban, unisex, and unique. NYC in design and spirit, our teams thrive off relentless authenticity, an openness to standing out, and inclusivity for all.
 
 
 
 EEO STATEMENT
 
 
 
 Marc Jacobs International was founded on Marc&rsquo;s vision of celebrating uniqueness and being Perfect as You Are. We are committed to building an equitable and inclusive culture that values diversity of thought, background, and experience &ndash; all essential to our spirit of innovation and creativity. In line with this commitment, we believe that the best candidate may be one who comes from a less traditional background or may meet the qualifications in different ways. We encourage you to apply even if you don&rsquo;t meet all of the listed qualifications.
 
 
 Marc Jacobs International is committed to providing equal employment opportunities to all employees and applicants for employment regardless of race, color, sex, sexual orientation, gender identity or expression, age, veteran status, national origin, religion, disability, or any other characteristic protected by federal, state or local law.
</div>

Human Resources Coordinator

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