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<div><div>Mgmt Consulting Manager | Senior Level | Full time
</div><div>Job No. R00308152 | Multiple Locations</div></div>
 <div><div>Role Overview:
As an HR Transformation Manager, you will lead and shape how organizations approach HR in the digital age. Your role involves defining, shaping, selling and executing HR transformation projects that integrate digital solutions, automation, process, and organization optimization. You will work closely with clients to improve HR functions, enhancing both business performance and employee satisfaction. This high-visibility role requires strategic thinking, deep expertise in HR transformation, strong client relationships, and effective project delivery.
Key Responsibilities:
Client Leadership &amp; Relationship Management<ul><li>
Build strong, trusted long-term relationships with senior client stakeholders.</li><li>
Advise clients on HR operating models, technology, and transformation strategies aligned with business goals.</li><li>
Build perspectives on how the HR Strategy needs to evolve based on the evolution of the business strategy.</li><li>
Help clients optimize HR functions for efficiency, scalability, and strategic alignment.</li></ul>
HR Transformation Strategy and Value Case<ul><li>
Develop and implement HR transformation strategies that blend traditional HR practices with digital innovations like AI, GenAI, and automation.</li><li>
Leverage analytics to assess current HR operations and design future-state models with technology-driven solutions to improve talent management, employee engagement, and workforce planning.</li><li>
Drive HR activity analysis to understand allocations of HR staff time and effort; compare to industry benchmarks and leading practices. Recommend options to optimize HR resource allocation and align with organizational goals.</li><li>
Work with clients to create HR transformation value cases and roadmaps that align HR with business strategy and deliver measurable outcomes.</li></ul>
HR Operating Model and Service Delivery Framework<ul><li>
Design new HR operating models and service delivery frameworks for clients, infusing leading practices from areas such as employee experience, digital HR, shared services, and outsourcing.</li><li>
Lead HR organization design efforts, articulating interaction models, location strategy, and sizing.</li></ul>
Employee Experience &amp; Talent Management<ul><li>
Lead initiatives to enhance employee experience through personalization, engagement, and alignment with company culture.</li><li>
Use HR technology, process improvement methodologies, and data analytics to improve talent acquisition, performance management, and employee well-being.</li><li>
Design talent management frameworks that integrate automation and AI to optimize workforce planning.</li></ul>
HR Technology Evaluation &amp; Selection<ul><li>
Lead the evaluation and selection of HR technologies (e.g., HRIS, AI tools) that fit client needs, culture, and business goals.</li><li>
Guide clients through the vendor selection process, including creating RFPs and evaluating capabilities.</li></ul>
Generative AI &amp; Emerging Technologies<ul><li>
Articulate how organizations should leverage GenAI and other advanced technologies to improve the HR function.
</li><li>Stay up to date on emerging digital HR trends and bring innovative solutions to clients.</li></ul>
HR Operations, Shared Services &amp; Outsourcing<ul><li>
Advise clients on transforming HR operations through shared services, outsourcing, and integrating digital tools and automation.</li><li>
Help clients evaluate sourcing options, driving cost efficiency and quality.</li><li>
Design and implement HR operating models leveraging these components.
</li></ul>Process Optimization &amp; Automation<ul><li>
Lead initiatives to streamline HR processes using automation, AI tools, and data analytics.</li><li>
Implement intelligent automation solutions to enhance process efficiency, scalability and accuracy.</li></ul>
Project Management &amp; Delivery<ul><li>
Lead end-to-end delivery of HR transformation projects, ensuring timely, on-budget, and high-quality outcomes.</li><li>
Manage cross-functional teams to execute solutions across HR domains.</li><li>
Integrate new technologies like cloud-based HR systems and AI platforms into existing HR ecosystems.</li></ul>
Change Management &amp; Stakeholder Engagement<ul><li>
Guide change management efforts to ensure smooth transitions to new HR processes and technologies.</li><li>
Facilitate stakeholder engagement, ensuring alignment with key business leaders and fostering buy-in and commitment at all levels of the organization.</li><li>
Empower clients with the knowledge and tools needed to activate, apply, and sustain transformation initiatives long-term.</li></ul>
Business Development &amp; Sales<ul><li>
Lead business development efforts by identifying and generating new HR transformation opportunities, building on strong relationships with prospective clients.</li><li>
Write and present high-quality client proposals, business cases, and RFP responses that clearly articulate the value of our HR transformation capabilities, ensuring alignment with client needs and expectations.</li><li>
Support business growth by working closely with senior leadership on strategic business development initiatives, offerings, and cultivating a pipeline of potential opportunities.</li></ul>
Practitioner Development, Thought Leadership, and Innovation<ul><li>
Develop and coach practitioners on the functional craft of HR Transformation; support learning programs and training efforts to develop our people.
</li><li>Contribute to thought leadership on HR transformation trends and emerging areas of interest.</li><li>
Represent Accenture at industry events and conferences to enhance visibility and reputation.</li><li>
Foster a culture of innovation and continuous learning within the HR Transformation practice.</li></ul>
Ability to travel is required.</div></div>
 <div>Here's what you need:
<ul><li>
Minimum of 3 years&rsquo; experience in HR transformation, digital HR, or HR technology consulting, with at least 2 years in a managerial or leadership role.</li></ul>
<ul><li>
Minimum of 2 years leading large-scale HR transformation projects.</li></ul>
<ul><li>
Minimum of 2 years' experience in designing and implementing HR operating models, shared services, and outsourcing strategies.</li></ul>
<ul><li>
Minimum of 1 year experience in one of the following industries: Software &amp; Platforms, Capital Markets, Retail or Energy.</li></ul>

Bonus Points if:

HR Technology Expertise:
<ul><li>
In-depth understanding of leading HR platforms (e.g., Workday, SuccessFactors, Oracle HCM) and their role in transforming HR operations and the employee experience.</li></ul>
<ul><li>
Expertise in evaluating HRIS, talent management systems, and AI-driven solutions.</li></ul>
<ul><li>
Experience managing vendor relationships and technology selection processes.</li></ul>

HR Operating Model Design:
<ul><li>
Strong understanding of HR operating models, including shared services, outsourcing, and service delivery optimization.</li></ul>
<ul><li>
Ability to design and optimize HR operating models that integrate digital tools to drive efficiency and business outcomes.</li></ul>

Employee Experience Focus:
<ul><li>
Proven experience enhancing employee engagement and well-being through innovative HR strategies and digital solutions.</li></ul>
<ul><li>
Ability to design employee-centric HR solutions that align with company culture and business objectives.</li></ul>

Project Management &amp; Delivery:
<ul><li>
Expertise in managing complex projects from strategy to execution, on time, within budget, and with quality.</li></ul>
<ul><li>
Familiar with Agile and Waterfall methodologies and project management tools (e.g., Jira, MS Project).</li></ul>

Business Development &amp; Sales:
<ul><li>
Skilled in leading business development leadership and building strong client relationships.</li></ul>
<ul><li>
Experience writing compelling proposals and presenting to senior leadership to win HR transformation engagements.</li></ul>

Thought Leadership &amp; Innovation:
<ul><li>
Contributions to industry thought leadership through writing, speaking engagements, and research.</li></ul>
<ul><li>
Active participation in industry events to stay current on HR transformation trends.</li></ul>

Client Relationship &amp; Stakeholder Management:
<ul><li>
Strong interpersonal skills for building trusted relationships with C-suite executives and senior stakeholders.</li></ul>
<ul><li>
Ability to influence senior leadership on HR strategy and technology decisions.</li></ul>

Consulting &amp; Strategic Thinking:
<ul><li>
Ability to think strategically and develop innovative HR solutions that leverage digital technologies.</li></ul>
<ul><li>
Excellent written and verbal communication skills, with the ability to translate complex HR transformation concepts into clear, actionable strategies.</li></ul>
<ul><li>
Strong business acumen and ability to align HR transformation with organizational goals.</li></ul>

Advanced Data Analytics &amp; HR Metrics:
<ul><li>
Experience with workforce analytics and creating HR dashboards using tools like Power BI or Tableau.</li></ul>

Global &amp; Multinational Experience:
<ul><li>
Experience with global clients and knowledge of international HR practices and compliance.</li></ul>

Agile &amp; Scrum Certification:
<ul><li>
Certification in Agile or Scrum methodologies.</li><li>
You are staying current with GenerativeAI capabilities and toolsets applicable to Talent functions.</li></ul>

Compensation at Accenture varies depending on a wide array of factors, which may include but are not limited to the specific office location, role, skill set, and level of experience. As required by local law, Accenture provides a reasonable range of compensation for roles that may be hired as set forth below. 
We anticipate this job posting will be posted until 03/15/2026.

Accenture offers a market competitive suite of benefits including medical, dental, vision, life, and long-term disability coverage, a 401(k) plan, bonus opportunities, paid holidays, and paid time off. See more information on our benefits here:U.S. Employee Benefits | Accenture

Role Location Annual Salary Range

California $94,400 to $293,800

Cleveland $87,400 to $235,000

Colorado $94,400 to $253,800

District of Columbia $100,500 to $270,300

Illinois $87,400 to $253,800

Maryland $94,400 to $253,800

Massachusetts $94,400 to $270,300

Minnesota $94,400 to $253,800

New York $87,400 to $293,800

New Jersey $100,500 to $293,800

Washington $100,500 to $270,300</div>
 <div>New York City, NY
Arlington, VA
Atlanta, GA
Austin, TX
Boston, MA
Charlotte, NC
Chicago, IL
Cincinnati, OH
Cleveland, OH
Columbus, OH
Denver, CO
Detroit, MI
Hartford, CT
Houston, TX
Irving, TX
Los Angeles, CA
Miami, FL
Milwaukee, WI
Minneapolis, MN
Morristown, NJ
Oklahoma City, OK
Overland Park, KS
Philadelphia, PA
Pittsburgh, PA
Raleigh, NC
San Francisco, CA
Seattle, WA
St. Louis, MO
St. Petersburg, FL</div>
 <div>Requesting an Accommodation

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Please read Accenture&rsquo;s Recruiting and Hiring Statement for more information on how we process your data during the Recruiting and Hiring process.</div>
 <div>We work with one shared purpose: to deliver on the promise of technology and human ingenuity. Every day, more than 775,000 of us help our stakeholders continuously reinvent. Together, we drive positive change and deliver value to our clients, partners, shareholders, communities, and each other.

We believe that delivering value requires innovation, and innovation thrives in an inclusive and diverse environment. We actively foster a workplace free from bias, where everyone feels a sense of belonging and is respected and empowered to do their best work.

At Accenture, we see well-being holistically, supporting our people&rsquo;s physical, mental, and financial health. We also provide opportunities to keep skills relevant through certifications, learning, and diverse work experiences. We&rsquo;re proud to be consistently recognized as one of the World&rsquo;s Best Workplaces&trade;.

Join Accenture to work at the heart of change. Visit us at www.accenture.com.</div>

HR Transformation Manager

Council On Foreign Relations

<div><h2 class="jobSectionHeader">Position Summary
</h2><div><div><div>The Council on Foreign Relations (CFR) is seeking an organized and proactive HR Operations Manager and Executive Assistant to the CHRO. In this dual-function role, this person will serve as a central coordination point for the HR department including triaging communications, ensuring information flows smoothly, and connecting the right people to the right information. This role will manage and track cross-functional HR projects and initiatives, support logistics for learning and engagement events, organize team meetings, and capture clear meeting notes that keep the team aligned. This role also acts as a key liaison across HR sub-groups and between CFR&rsquo;s offices, fostering cohesion and operational consistency throughout the department.
As Executive Assistant to the CHRO, this role will provide high-quality, confidential administrative support including calendar management, travel coordination, expense and invoice processing, and meeting preparation. This role serves as a trusted partner to the CHRO, helping to protect her time, proactively anticipate her needs, and ensure she is positioned for success.
As this role is a key presence for the department, you will work full-time onsite in CFR&rsquo;s New York office. This position requires a high level of discretion and confidentiality and the ability to manage relationships both internally and externally.
</div></div></div><h2 class="jobSectionHeader">Essential Functions/Responsibilities
</h2><div><div><div><ul><li>Act as first point of contact for Human Resources department and CHRO, triaging inquiries and directing employees to the appropriate HR resource in a timely and professional manner,</li><li>
Manage action items for the HR leadership team; track priorities, projects, and department wide timelines to ensure cohesion across HR sub-teams,</li><li>
Support the documentation and continuous improvement of HR operational processes and standard operating procedures to drive efficiency and consistency across the department,</li><li>
Manage HR department calendar and team meetings; take minutes and circulate notes to team; outline and coordinate action items,</li><li>
Support event logistics for HR events, including engagement programming and trainings,</li><li>
Manage executive support to the CHRO including, but not limited to: calendar management, expense reports processing, contract review, invoices processing, travel schedule arrangement, and document management,</li><li>
Attend meetings with CHRO, when appropriate, and take notes for follow-up and/or circulation,</li><li>
Draft communications and/or other documents for CHRO such as status updates on projects or meeting minutes,</li><li>
Provide a bridge for smooth communication between the office of the CHRO and leaders and staff across the organization; foster important internal and external relationships that facilitate departmental success,</li><li>
Support HR team with coverage for in-person events, candidate interviews, or other all-hands-on-deck situations,</li><li>
Perform any other duties or tasks as assigned or required.</li></ul>
</div></div></div><h2 class="jobSectionHeader">Minimum Qualifications
</h2><div><div><div>Experience<ul><li>
At least 5 years of relevant experience, including experience working cross-functionally and project coordination</li><li>
Bachelor's degree preferred, but not required</li><li>
HR experience preferred, but not required</li></ul>
Related Skills &amp; Other Requirements<ul><li>
Excellent verbal and written communication skills</li><li>
Demonstrated attention to detail</li><li>
Superb customer service skills across all levels of the organization and with external stakeholders</li><li>
Excellent organization and multitasking skills, with demonstrated proactive ownership and accountability</li><li>
Proven ability to work in a fast-paced environment, both independently and as part of a team</li><li>
Able to make decisions and handle sensitive and confidential HR information using sound judgment and discretion</li><li>
Effective problem-solving capabilities; ability to anticipate patterns and links; looks beyond the immediate problem to the wider implications</li><li>
Advanced knowledge of Outlook and Microsoft Suite</li><li>
Experience with ATS or CRM systems are a plus</li><li>
Qualified candidates will have related experience that required judgment, strong writing and editing ability, the ability to prioritize, and experience interacting with various stakeholders from staff to candidates to executive team members</li></ul>
</div></div></div><h2 class="jobSectionHeader">Required Application Materials
</h2><div><div><div><ul><li>Please submit a r&eacute;sum&eacute; and cover letter stating your interest in the position.</li></ul>
</div></div></div><h2 class="jobSectionHeader">Compensation and Benefits
</h2><div><div><div><ul><li>The full-time annual compensation range for this position is 90,000-$100,000, depending on experience.</li><li>
In addition to competitive salaries, CFR provides employees with an outstanding benefits package.</li></ul> 
<div></div>
</div></div></div><h2 class="jobSectionHeader">About CFR
</h2><div><div><div><div>The Council on Foreign Relations (CFR) is committed to fostering a foreign policy community in the United States that is more representative of American society, recognizing that diverse backgrounds and perspectives contribute to broader, more informed participation in the foreign policy debate and lead to an enhanced understanding of the world and the United States&rsquo; role therein. To that end, CFR is dedicated to continuing to advance diversity, equity, and inclusion throughout its work and workplace by building a more diverse membership and staff, producing and dispensing thoughtful analysis on a broad range of foreign policy issues, and developing relevant, wide-reaching programming that also serves to expand the foreign policy talent pipeline to underrepresented populations.</div></div></div></div></div>

HR Operations Manager and Executive Assistant to the CHRO

Valentino

<div>
 
 WHY WORK FOR VALENTINO
 
 
 
 Founded in Rome 1960, Valentino is an Italian Maison de Couture that aims to provide uniqueness to our customers through mastery, creativity, intimacy and care. As of today, Valentino counts about 4.000 colleagues in 30 different Countries all over the world. Every branch of the Valentino universe is nourished through passion, heritage and values that are constantly re-worked and steadily conveyed in an always contemporary way. Under the Creative Direction of Pierpaolo Piccioli, Valentino designs, manufactures and distributes dreamlike creations including Haute Couture, Women and Men RTW, Valentino Garavani Accessories, Eyewear and Beauty. Our network fully embodies the essence of the Maison, by practicing the Italian hospitality culture with our distinguishing quality, uniqueness and care for details.
 
 
 
 What We Believe In
 
 
 
 Here at Valentino, we act as a Unique Community &amp; Company. We strongly believe that HUMANISM is the core of our values and that only teamwork and mutual support will lead to achieve bigger and challenging goals. We act with integrity and respect towards both our Planet and our People. Our aim is to create costumer EMOTION and DESIRE because our future depends on our imagination and on being passionate about work as well as about life: every action you make brings you closer to your dreams.
 
 
 
 Valentino offers a hybrid working schedule with three days in office, and two days remote. This role is a full-time permanent position based in our New York Office.
 
 
 
 
 Overview
 
 
 
 
 WHO WE ARE LOOKING FOR
 
 
 
 The Human Resources Manager is responsible for executing the bi-weekly companywide payroll and administering all company benefits. They will ensure all employees are paid accurately and are enrolled in the appropriate benefits programs. In addition, they will support assist with Talent Acquisition for the Northeast region and all Corporate roles. This role will work closely with hiring managers ensure we have the right talent in the right roles to achieve our organizational objectives while staying true to our company&rsquo;s DNA &amp; values.
 
 
 This role is based out of our NY office and reports to the Senior Manager, HR Controlling, Compensation &amp; Benefits .
 
 
 
 Key Responsibilities
 
 
 
 
 Payroll
 
 
 
 <ul>
 <li>
 Process bi-weekly payroll for approximately 350 employee&rsquo;s multi-state payroll utilizing ADP Workforce Now.
 </li>
 <li>
 Ensure the processing of all status changes, including but not limited to transfers, promotions and terminations are entered in to the payroll system accurately and timely.
 </li>
 <li>
 Reconcile timesheets and ensure that all paid time off request are accurately reflected in ADP.
 </li>
 <li>
 Research and perform follow-up procedures necessary to ensure accuracy of all payroll transactions by engaging in heavy interaction with store managers and corporate partners.
 </li>
 <li>
 Complete all verification of employment inquiries, unemployment notices and wage order request.
 </li>
 <li>
 Upload semi-monthly payroll journal entry payroll file in to SAP; reconcile any adjustments or discrepancies on a monthly basis.
 </li>
 <li>
 Semi-monthly funding of the 401(k) contributions to the plan sponsor
 </li>
 <li>
 Calculating commission payments
 
 
 </li>
 </ul>
 
 Benefits
 
 
 
 <ul>
 <li>
 Administration of new hire and terminated employees benefits in to the applicable plans such as medical, dental, vision, group term life, short and long term disability, 401(k), flexible spending and transit benefits.
 </li>
 <li>
 Send out COBRA notifications.
 </li>
 <li>
 Reconcile monthly benefit invoices, allocating the cost per department and providing to Finance, verifying and updating all cost center changes with benefit provider.
 
 
 </li>
 </ul>
 
 Talent Acquisition
 
 
 
 <ul>
 <li>
 Lead in the initial intake with hiring manager to formalize requisition &amp; recruitment process.
 </li>
 <li>
 Provide thought partnership on how the role should be filled and how the team will evolve.
 </li>
 <li>
 Conduct exploratory interviews to help build candidate sourcing pool for future needs.
 </li>
 <li>
 Lead the compensation proposal process in partnership with TA and C&amp;B
 </li>
 <li>
 Lead process if an internal promotion or transfer
 </li>
 <li>
 Champion in building a talent pipeline to ensure a consistent flow of candidates for key positions.
 </li>
 <li>
 Responsible for managing the full new hire process including reviewing hire requisition for appropriate approvals, initiating background check screening, communicating results and liaising with manager to ensure new hire paperwork is accurate and complete.
 
 
 </li>
 </ul>
 
 HR OPERATIONS &amp; PROJECT MANAGEMENT
 
 
 
 <ul>
 <li>
 Support on HR Operations, Compliance, Policies &amp; Procedures, review, analysis and evolution.
 </li>
 <li>
 Proactively and strategically make recommendations related to processes, programs, etc.
 </li>
 <li>
 Assists in the development and administration of all other projects, programs, procedures and guidelines aimed at aligning the workforce with strategic goals of the department and company
 </li>
 <li>
 Partner with HR team on employee-focused initiatives regarding activities, events, and day-to-day projects
 </li>
 <li>
 Participate, ideate and coordinate employee engagement events and in-house programs
 
 
 </li>
 </ul>
 
 HR ADMINISTRATION
 
 
 
 <ul>
 <li>
 Ownership/maintenance of new hires and/or employee changes in HRIS system.
 </li>
 <li>
 Maintain accurate employee files in compliance with state and federal guidelines
 </li>
 <li>
 Work with third party vendor on Worker&rsquo;s Compensation, Short Term Disability, Long Term Disability and Family Leave claims.
 </li>
 <li>
 Interface with Immigration Lawyer on all visa related matters for nonresident hires
 </li>
 <li>
 Maintain appropriate knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
 </li>
 <li>
 Partner with legal department as needed. Accountable for all HR administration ensuring compliance with legal guidelines.
 </li>
 <li>
 Provide HR policy guidance and interpretation.
 
 
 </li>
 </ul>
 
 Other Related Functions
 
 
 
 <ul>
 <li>
 Maintenance of all personnel folders to ensure they are complete and all documents have necessary signatures.
 
 
 </li>
 </ul>
 
 Requirements :
 
 
 
 <ul>
 <li>
 3+ years of Payroll &amp; Benefits Experience required
 </li>
 <li>
 Experience in retail, luxury retail or service-oriented organization, preferred.
 </li>
 <li>
 People focused. Able to quickly &amp; organically build strong relationships at all levels cross functionally.
 </li>
 <li>
 Trust, integrity, accountability and credibility are paramount in character.
 </li>
 <li>
 Honesty, transparency, inclusion, thoughtfulness, support and having a strategic mindset are critical in communication and action.
 </li>
 <li>
 Superb verbal and written communication skills
 </li>
 <li>
 Proactive planning, strong follow-through and follow-up
 </li>
 <li>
 Detail-oriented with strong organizational skills
 </li>
 <li>
 Able to effectively and efficiently support multiple teams within the company
 </li>
 <li>
 Ability to easily self-motivate
 </li>
 <li>
 Ability to work both independently and in teams
 </li>
 <li>
 Dynamic, highly personable, and culturally sensitive
 </li>
 <li>
 Service-oriented
 </li>
 <li>
 Resourceful and solutions-oriented
 </li>
 <li>
 Affinity to building and evolving. We roll up our sleeves!
 </li>
 <li>
 Highly Proficient with Microsoft Office: Excel, Word and PowerPoint
 
 
 </li>
 </ul>
 
 Budgeted salary - $100 - 110K + bonus (based on experience)
 
 
 
 
 How We Are
 
 
 
 The Valentino Ecosystem is complex and interconnected. It is populated by many talents from different areas and with different attributes. We work hard to grow everyday both as a Maison and as individuals. Learning by doing and from mistakes, communicating transparently, inspiring sense of belonging, passion and engaging colleagues are the bases of our inclusive and multifaceted world.
</div>

Manager, Human Resources

Palette Hotels

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

Senior Director of People Operations

Christian Dior Couture

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

Manager, Human Resources, Corporate

Wand

<div>
 Wand makes gaming magical. Through game customization and guidance, we build tools that helps players have more fun in their favorite games.
 
 
 Our platform works across thousands of PC games, ensuring that great games are accessible to everyone, regardless of time constraints, skill level, or accessibility needs. We want to build the future of game assistance, and we're hoping you'll join us.
 
 
 
 Role Overview
 
 
 
 We're looking for an experienced People Lead to own the full people function at Wand. This is a senior, strategic hire who will shape how we build culture, develop our team, and scale the organization as we grow. You're not here to run HR administration. You're here to make Wand a place people are proud to work, perform their best, and want to stay.
 
 
 You'll own everything from full-cycle recruiting across all roles globally, to benefits administration, performance management, people development, and organizational design. The operational execution is supported by a People / Recruiting Operations Administrator who handles day-to-day admin, system access, and scheduling. Your job is to set the strategy, build the systems, define the culture, and make the calls that matter.
 
 
 
 What You'll Do
 
 
 
 Talent Acquisition &mdash; Full Company
 
 
 <ul>
 <li>
 Own end-to-end recruitment for all Wand roles globally&mdash;US-based corporate hires (marketing, product, engineering, operations) and offshore contractor roles alike
 </li>
 <li>
 Serve as the primary talent gatekeeper across all hiring: conduct initial screens to assess qualifications, cultural fit, and alignment with Wand's values before passing candidates to hiring managers
 </li>
 <li>
 Partner closely with hiring managers to understand role requirements, write job descriptions, and build evaluation criteria
 </li>
 <li>
 Manage all candidate experience in Ashby&mdash;keeping pipelines clean, feedback documented, and communication timely
 </li>
 <li>
 Build and maintain talent pipelines for both immediate and future hiring needs
 </li>
 <li>
 Track and report on recruitment metrics: time-to-hire, offer acceptance rates, pipeline health, and sourcing channel effectiveness
 </li>
 <li>
 Continuously improve how we source, evaluate, and close candidates&mdash;including building out a referral program and external sourcing strategies
 
 
 </li>
 </ul>
 Team Management
 
 
 <ul>
 <li>
 Manage and develop one direct report &mdash; a People Operations Administrator who handles day-to-day HR admin execution across onboarding, offboarding, system access, and scheduling
 </li>
 <li>
 Set clear priorities and delegate effectively, ensuring the team stays unblocked and work gets done to a high standard without your direct involvement in every task
 </li>
 <li>
 Coach and develop your direct report, helping them grow in their role and take on increasing ownership over time
 </li>
 <li>
 Build a collaborative working relationship that allows you to focus on strategy and judgment calls while they focus on execution
 
 
 </li>
 </ul>
 HR Operations &amp; Administration
 
 
 <ul>
 <li>
 Own the full employee lifecycle for all team members &mdash; you set the process and standards; your direct report handles day-to-day execution
 </li>
 <li>
 Oversee US full-time employee operations in Gusto, including payroll, benefits enrollment, tax compliance, and system maintenance
 </li>
 <li>
 Oversee international contractor operations in Deel, including contract creation, payment processing, and compliance documentation
 </li>
 <li>
 Own invoice review and approval for contractors and vendors; ensure accurate payment and proper documentation
 </li>
 <li>
 Lead tax filing coordination &mdash; maintain and organize tax-related documentation, work with external accountants and tax advisors, and ensure records are accurate and ready for filing
 </li>
 <li>
 Oversee company mail management, including routing, scanning, and actioning physical correspondence
 </li>
 <li>
 Ensure employee records, compensation tracking, and access rights logs are kept accurate and up to date
 </li>
 <li>
 Oversee the employee referral program and Google Groups / system access management
 </li>
 <li>
 Coordinate incentive and bonus payments in collaboration with leadership
 </li>
 <li>
 Ensure compliance with applicable labor laws and contractor requirements across all geographies
 </li>
 <li>
 Serve as the primary HR point of contact for all team members globally
 
 
 </li>
 </ul>
 Benefits Administration
 
 
 <ul>
 <li>
 Own and manage benefits programs across all employment types&mdash;US full-time employees, global contractors, and offshore team members
 </li>
 <li>
 Develop a deep understanding of the current benefits landscape for each employee type and geography, and proactively identify gaps or improvements
 </li>
 <li>
 Evaluate, negotiate, and manage relationships with benefits providers and vendors
 </li>
 <li>
 Ensure all team members clearly understand their benefits and how to use them; create accessible resources and documentation
 </li>
 <li>
 Stay current on benefits trends and market benchmarks to keep Wand competitive in attracting and retaining talent
 </li>
 <li>
 Manage benefits renewals, open enrollment processes, and ongoing administration
 
 
 </li>
 </ul>
 Performance Management &amp; People Development
 
 
 <ul>
 <li>
 Own performance management across the company &mdash; build the framework, run the cycles, and ensure managers are having the right conversations with their teams
 </li>
 <li>
 Partner with leadership to define what good performance looks like at each level, and build the tools to measure and communicate it consistently
 </li>
 <li>
 Build and run a structured feedback process that helps people grow &mdash; not just annual reviews, but ongoing development conversations
 </li>
 <li>
 Identify skill gaps and training needs across teams; develop or source learning resources to close them
 </li>
 <li>
 Create clear career pathways and growth frameworks so team members understand how they can develop within Wand
 </li>
 <li>
 Coach managers and team leads on how to give effective feedback, handle underperformance, and develop their people
 </li>
 <li>
 Support high performers in identifying stretch opportunities and building toward more senior contributions
 
 
 </li>
 </ul>
 Organizational Development
 
 
 <ul>
 <li>
 Partner with leadership on org design as the team scales&mdash;thinking about structure, spans of control, and how to organize for execution
 </li>
 <li>
 Maintain and evolve SOPs, onboarding documentation, and guidelines across all domains (QA, Maps, Support, Content) so they stay current and useful
 </li>
 <li>
 Identify organizational bottlenecks and work cross-functionally to resolve them before they slow us down
 </li>
 <li>
 Build the internal infrastructure (processes, tools, documentation) that allows Wand to scale its team without losing quality or culture
 </li>
 <li>
 Drive workforce planning conversations: help leadership think ahead about headcount, roles, and timing
 
 
 </li>
 </ul>
 Culture &amp; Employee Engagement
 
 
 <ul>
 <li>
 Own Wand's culture &mdash; define what it means in practice, embed it into how we hire, onboard, develop, and recognize people
 </li>
 <li>
 Design and run engagement initiatives that make the whole team feel connected to Wand's mission, whether they're in the US or the Philippines
 </li>
 <li>
 Plan and execute the annual team offsite, including logistics, agenda design, and all-hands preparation
 </li>
 <li>
 Monitor team sentiment across the org and proactively surface issues or themes that need leadership attention before they become problems
 </li>
 <li>
 Ensure the offshore team feels as connected to Wand's culture and direction as anyone on the US team
 
 
 </li>
 </ul>
 
 Who You Are
 
 
 
 Core Requirements
 
 
 <ul>
 <li>
 7+ years of experience in People Operations, HR, or Talent Acquisition, with at least some time in a senior or lead capacity
 </li>
 <li>
 Experience managing or mentoring at least one direct report &mdash; you know how to delegate, develop, and hold people accountable
 </li>
 <li>
 Proven experience owning full-cycle recruitment across multiple role types and levels &mdash; not just coordinating, but building and running the process end-to-end
 </li>
 <li>
 Experience hiring across different employment structures: US full-time employees, global contractors, and offshore teams
 </li>
 <li>
 Hands-on experience for payroll and employee management
 </li>
 <li>
 Hands-on benefits administration experience &mdash; you understand what benefits programs look like across different geographies and employment types, and know how to manage vendors, renewals, and employee communications
 </li>
 <li>
 Experience with invoice processing and supporting tax-related documentation, filing prep, and coordination with external accountants
 </li>
 <li>
 Strong understanding of HR operations fundamentals &mdash; employment contracts, compliance, payroll coordination, and employee lifecycle management
 </li>
 <li>
 Experience with people development: giving feedback, building frameworks, coaching managers
 </li>
 <li>
 Genuine interest in organizational design and building scalable people infrastructure
 </li>
 <li>
 Excellent written and verbal communication skills in English
 </li>
 <li>
 Strong organizational skills with the ability to manage multiple workstreams simultaneously
 </li>
 <li>
 High degree of discretion &mdash; you will handle confidential compensation, benefits, tax, and personal data
 </li>
 <li>
 Self-starter who takes ownership without waiting to be told what to do
 
 
 </li>
 </ul>
 Bonus Points
 
 
 <ul>
 <li>
 Experience working in a fast-growing tech startup or with distributed/remote-first teams
 </li>
 <li>
 Familiarity with tools like Gusto, Deel, Applicant Tracking Systems such as Ashby, Linear, Slack, and Google Workspace
 </li>
 <li>
 Background in gaming, gaming culture, or tech-adjacent industries
 </li>
 <li>
 Experience designing L&amp;D programs or career frameworks from scratch
 </li>
 <li>
 Track record of running employee engagement programs with measurable impact
 </li>
 <li>
 Experience managing benefits and compliance across US and international geographies simultaneously
 
 
 </li>
 </ul>
 What we offer
 
 
 <ul>
 <li>
 Competitive compensation
 </li>
 <li>
 Fully remote work arrangement
 </li>
 <li>
 Opportunity to build the people function at a fast-growing, product-led gaming company
 </li>
 <li>
 A team of people who genuinely love games and care about the work they do
 
 
 </li>
 </ul>
 How to Apply
 
 
 Please submit your resume.
 
 
 Join us in creating the ultimate PC gaming companion!
 
 
 Wand is an equal opportunity employer committed to building a diverse and inclusive team. We welcome applications from all qualified candidates regardless of background.
 
 
</div>

People Lead

<div>Job Summary:
<div><div><div><div>The Interim Accounting Manager plays a pivotal role in guiding the accounting team through a period of transition and change. This role is responsible for maintaining the accuracy and integrity of financial records, ensuring compliance with regulatory standards, and driving operational excellence across all accounting functions. Leveraging their expertise, the Interim Accounting Manager provides hands-on leadership, supports process improvements, and delivers actionable insights to senior management. This is a unique opportunity to make a significant impact by stabilizing accounting operations, mentoring staff, and contributing to the ongoing success of the organization during a critical phase.
<div>This role will work a sporadic and fluctuating schedule. 
</div></div>Job Duties:
<div>&bull; Prepares supporting balance sheet schedules and reconciliations
 
&bull; Meets accounting financial objectives by forecasting requirements; preparing an annual budget; scheduling expenditures; analyzing variances; initiating corrective actions
 
&bull; Confirms financial status by monitoring revenue and expenses; coordinating the collection, consolidation, and evaluation of financial data; preparing special reports
 
&bull; Oversees daily accounting operations, including general ledger, accounts payable/receivable, payroll, and month-end close
 
&bull; Prepares, reviews, and analyzes financial statements in accordance with GAAP/IFRS
 
&bull; Ensures compliance with internal controls, company policies, and regulatory requirements
 
&bull; Coordinates with external auditors and support audit processes
 
&bull; Assists with budgeting, forecasting, and variance analysis
 
&bull; Identifies process improvement opportunities and implements best practices
 
&bull; Supports integration of new systems or business units, as applicable
 
&bull; Provides timely and accurate financial information to senior management
 
&bull; Other duties as assigned.
Supervisory Responsibilities:
 
&bull; N/A 
</div></div></div></div>Qualifications, Knowledge, Skills, and Abilities:
Education
 
&bull; Bachelor&rsquo;s degree in Accounting or Finance, required
Experience
 
&bull; Five (5) or more years of professional accounting experience including management responsibilities, required
 
&bull; Experience with ERP/accounting systems (e.g., SAP, Oracle, NetSuite), required
 
&bull; Experience in a professional services or public accounting environment, preferred
 
&bull; Experience with MS Excel at advanced level, preferred
 
License(s)/Certification(s)
 
&bull; CPA, preferred
Software
 
&bull; Proficient in Excel, Word and Outlook, required
 
Language
 
&bull; N/A
 
Other Knowledge, Skills, &amp; Abilities
 
&bull; Strong verbal and written communication skills
 
&bull; Excellent interpersonal and customer relationship skills
 
&bull; Capacity to work in a deadline-driven environment while handling multiple projects/tasks simultaneously with a focus on details
 
&bull; Excellent analytical, organizational, and communication skills
 
&bull; Ability to work independently and adapt to changing priorities
 
&bull; Strong knowledge of US GAAP/IFRS and financial reporting 
<div>Individual salaries that are offered to a candidate are determined after consideration of numerous factors including but not limited to the candidate&rsquo;s qualifications, experience, skills, and geography.
</div><div></div><div>National Range: $75/hr - $105/hr
</div><div>Maryland Range: $75/hr - $105/hr
</div><div>NYC/Long Island/Westchester Range: $75/hr - $105/hr</div></div>
 <div>Join us at BDO, where you will find more than a career, you&rsquo;ll find a place where your work is impactful, and you are valued for your individuality. We offer flexibility and opportunities for advancement. Our culture is centered around making meaningful connections, approaching interactions with curiosity, and being true to yourself, all while making a positive difference in the world.
At BDO, our purpose of helping people thrive every day is at the heart of everything we do. Together, we are focused on delivering exceptional and sustainable outcomes and value for our people, our clients, and our communities. BDO is proud to be an ESOP company, reflecting a culture that puts people first, by sharing financially in our growth in value with our U.S. team. BDO professionals provide assurance, tax and advisory services for a diverse range of clients across the U.S. and in over 160 countries through our global organization.
BDO is the first large accounting and advisory organization to implement an Employee Stock Ownership Plan (ESOP). A qualified retirement plan, the ESOP offers participants a stake in the firm&rsquo;s success through beneficial ownership and a unique opportunity to enhance their financial well-being. The ESOP stands as a compelling addition to our comprehensive compensation and Total Rewards benefits* offerings. The annual allocation to the ESOP is fully funded by BDO through investments in company stock and grants employees the chance to grow their wealth over time as their shares vest and grow in value with the firm&rsquo;s success, with no employee contributions.
We are committed to delivering exceptional experiences to middle market leaders by sharing insight-driven perspectives, helping companies take business as usual to better than usual. With industry knowledge and experience, a breadth and depth of resources, and unwavering commitment to quality, we pride ourselves on:
<ul><li>Welcoming diverse perspectives and understanding the experience of our professionals and clients
</li><li>Empowering team members to explore their full potential
</li><li>Our talented team who brings varying skills, knowledge and experience to proactively help our clients navigate an expanding array of complex challenges and opportunities
</li><li>Celebrating ingenuity and innovation to transform our business and help our clients transform theirs
</li><li>Focus on resilience and sustainability to positively impact our people, clients, and communities
</li><li>BDO Total Rewards that encompass so much more than traditional &ldquo;benefits.&rdquo; Click here to find out more!
</li></ul><ul><li>Benefits may be subject to eligibility requirements.
</li></ul>Equal Opportunity Employer, including disability/vets
<div><div>Click here to find out more!</div></div></div><div></div>

Interim Accounting Manager, Strategic Resources

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