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sr director - executive recruiting

human resources director

Louis Vuitton

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


Human Resources Director, Northeast

Columbia University

<div><ul><li>Job Type: Officer of Administration</li>
<li>Bargaining Unit:</li>
<li>Regular/Temporary: Regular</li>
<li>End Date if Temporary:</li>
<li>Hours Per Week: 35</li>
<li>Standard Work Schedule:</li>
<li>Building: Butler Library</li>
<li>Salary Range: $160,000 &ndash; $185,000</li>
</ul><div><i>The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to departmental budgets, qualifications, experience, education, licenses, specialty, and training. The above hiring range represents the University's good faith and reasonable estimate of the range of possible compensation at the time of posting.</i></div><br>
<div></div>
<p></p>
<p>Position Summary</p>
<p>
Columbia University Libraries is a globally-recognized academic research library, serving one of the world's most important centers of research and learning. The Libraries build, sustain, and make discoverable collections that transcend traditional boundaries of format and domain, keeping pace with a dynamic and rapidly evolving information environment and creating unique opportunities for users to encounter global thought. As vital partners in the University's research and learning ecosystem, the Libraries connects users with rich and distinctive collections, fosters meaningful learning experiences, and provides innovative research support for a large, diverse user population.</p>
<p>
Reporting to the Vice Provost and University Librarian, the Director manages the activities of the University Libraries&rsquo; Human Resources Department and oversees the development and ongoing management of a robust and sustainable human resources function across the Libraries organization. The Director leads a comprehensive HR strategy and specific tactics around hiring, change management, employee engagement and development, compensation, performance management, and interpretation of and compliance with HR and Provost policies, procedures and practices. The Director is a member of the Libraries&rsquo; senior leadership team and partners with senior managers in the development and implementation of HR strategic initiatives, ensuring that the supported organizations are equipped with the positions, staff, and skill sets required to advance their mission. Overseeing talent acquisition, compensation, diversity and inclusion initiatives, labor and employee relations, training and staff development, and staff recognition programs, the Director develops and administers HR policies and procedures for continuous improvement of internal operations and delivery of services.</p>
<p></p>
<p>Responsibilities</p>
<ul>
<li>Serve as a thought leader and advocate for organizational development, driving a program that communicates the organization&rsquo;s values and goals. Partner with the leadership team to provide proactive direction and effective communication, delivery and administration of HR programs and policies. Lead a comprehensive HR strategy and develop specific tactics around strategic hiring, change management, diversity and inclusion, employee engagement and development, compensation, and performance management. Collaborate with leadership and within committees of leaders and staff to define, communicate, and nurture the organization&rsquo;s work culture, collect ongoing feedback from employees on their level of alignment and engagement, and seek ways to make working at the Libraries meaningful and rewarding for all staff members.</li>
<li>Develop, implement, and oversee a comprehensive onboarding program for officers and support staff. Oversee recruitment and hiring activities for 212 non-union staff, 119 bargaining unit staff, and 200 student casual employees across 17 libraries on multiple campuses, as well as 49 professional staff members in the Center for Teaching and Learning. Analyze staffing requirements and collaborate with managers to determine the appropriate staffing levels and types. Work with hiring managers and search committee chairs to ensure sufficiently diverse candidate pools are developed for all searches.</li>
<li>Oversee department operations and develop, lead and mentor a team of four professional and support staff members; ensure team members are meeting defined deliverables by proactively managing and providing clear, timely, and University-compliant solutions to various administrative and HR-related matters; coach team in resolving various levels of complex problems. Improve existing systems and processes to support effective recruitment, onboarding, and retention. Direct recruiting and retention efforts to ensure they comply with University policies.</li>
<li>Manage the performance evaluation and salary increase processes for all non-union staff ensuring internal consistency and conformity with University performance management processes. Advise managers on performance criteria, skills assessment, performance improvement plans, and other processes to promote individual and unit effectiveness.</li>
<li>Develop strong partnership with Senior HR Business Partner in Central HR, the office of General Counsel, Labor Relations, and the Office of the Provost. Participate in University contract negotiations with local 1199 and 2110 and ensure that Libraries supervisory guidelines are in alignment with University policy and collective bargaining unit agreements. Serve as primary contact for all staff and labor relations issues; manage labor relations functions including oversight of disciplinary cases and union grievances. Represent the Libraries in third step grievances and arbitration hearings. Counsel managers, supervisors and staff regarding employment-related policies, procedures and regulations; analyze operational problems; develop and recommend solutions.</li>
<li>Manage the position classification process and System of Professional Ranks for Officers of the Libraries. Manage the position classification system for 1199 employees and serve as liaison to University HR regarding Officers of Administration and 2110 position classification.</li>
<li>Develop strategies for recognizing staff achievements and increase staff engagement. With leadership and staff, identify and implement staff training, professional development opportunities, and upward mobility activities.</li>
<li>Ensure compliance with federal, state, local and University regulations and guidelines by staying abreast of general best practice HR policies and laws; oversee flexible work request process; manage all HR records, including employee files, performance evaluations and job descriptions; respond to staff inquiries regarding salary, benefits, policies, etc. Establish effective mechanisms to receive and act on staff feedback; maintain discretion and professionalism while working with highly confidential and sensitive information.</li>
<li>Manage special projects affecting Libraries operations. Oversee collection, management, and analysis of HR data.</li>
</ul>
<p></p><p>Minimum Qualifications</p>
<ul>
<li>Bachelor&rsquo;s degree and a minimum of 7 years of progressively responsible HR experience.</li>
<li>Demonstrated ability to anticipate organizational needs broadly and identify ways to address them effectively.</li>
<li>Demonstrated experience building and using data to inform decision-making.</li>
<li>Demonstrated commitment to professional growth through continuing education in the field of human resources management.</li>
<li>Leadership skills to include the ability to effectively influence stakeholders at all levels and serve as a thought partner for senior management.</li>
<li>Commitment to building a diverse and inclusive community in the workplace.</li>
<li>Excellent interpersonal and communication skills.</li>
<li>Ability to build learning pathways and coach employees on career development opportunities.</li>
<li>Strong team building and supervisory skills, with particular focus on mentoring managers in performance management and effective leadership.</li>
<li>Analytical approach to problem-solving, and ability to efficiently manage multiple projects and deadlines.</li>
<li>Proficiency in MS Office and Google Workspace.</li>
</ul>
<p></p><p>Preferred Qualifications</p>
<ul>
<li>Experience in Higher Education and having supported a unionized workforce.</li>
<li>SHRM/HRCI certification desirable.</li>
</ul>
<p></p><p>Equal Opportunity Employer / Disability / Veteran</p>
<p>
Columbia University is committed to the hiring of qualified local residents.</p></div>

Director, Human Resources

Pets+People Consumer Products

<div>
 <p>
  JOB LOCATION: NYC
 </p>
 <br/>
 <p>
  HYBRID SCHEDULE (3 DAYS IN OFFICE)
 </p>
 <br/>
 <p>
  STARTING SALARY: $150,000
 </p>
 <br/>
 <br/>
 <br/>
 <p>
  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
 </p>
 <br/>
 <br/>
 <br/>
 <p>
  <strong>
   Director of HR &amp; Talent Acquisition
  </strong>
 </p>
 <br/>
 <p>
  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.
 </p>
 <br/>
 <p>
  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.
 </p>
 <br/>
 <br/>
 <br/>
 <p>
  <strong>
   What You Will Do
  </strong>
 </p>
 <br/>
 <br/>
 <br/>
 <ul>
  <br/>
  <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>
  <br/>
  <li>
   Design and implement forward-looking HR strategies that align with company objectives and support long-term scalability
  </li>
  <br/>
  <li>
   Lead and evolve the full talent acquisition strategy to attract high-caliber talent aligned with our culture and growth goals
  </li>
  <br/>
  <li>
   Drive performance management processes that promote accountability, engagement, and continuous development
  </li>
  <br/>
  <li>
   Partner with department leaders to identify capability gaps and implement targeted learning and career development programs
  </li>
  <br/>
  <li>
   Champion company culture and employee engagement initiatives that reinforce our values and strengthen retention
  </li>
  <br/>
  <li>
   Oversee onboarding and leadership development programs to ensure strong integration and long-term success
  </li>
  <br/>
  <li>
   Ensure compliance with all federal, state, and local employment laws while proactively mitigating organizational risk
  </li>
  <br/>
  <li>
   Provide oversight of payroll, benefits administration, and total rewards strategy to ensure competitive and equitable programs
  </li>
  <br/>
  <li>
   Lead internal communications related to HR policies, organizational updates, and change management initiatives
  </li>
  <br/>
  <li>
   Oversee the Office Operations Manager and ensure operational excellence across workplace functions
  </li>
  <br/>
 </ul>
 <br/>
 <br/>
 <br/>
 <p>
  <strong>
   What You Bring
  </strong>
 </p>
 <br/>
 <br/>
 <br/>
 <ul>
  <br/>
  <li>
   8+ years of progressive Human Resources leadership experience, including strategic partnership with executive teams
  </li>
  <br/>
  <li>
   Demonstrated success operating in high-growth, fast-paced environments where adaptability and scalability are critical
  </li>
  <br/>
  <li>
   Deep knowledge of U.S. employment law and risk management best practices
  </li>
  <br/>
  <li>
   Strong business acumen with the ability to connect people strategy to financial and operational outcomes
  </li>
  <br/>
  <li>
   Proven ability to anticipate challenges, think critically, and implement proactive solutions
  </li>
  <br/>
  <li>
   Sound judgment and the ability to make independent, high-impact decisions
  </li>
  <br/>
  <li>
   Exceptional communication and influencing skills across all levels of the organization
  </li>
  <br/>
  <li>
   Experience in the CPG industry preferred, but not required
  </li>
 </ul>
</div>


Director of HR and Talent Acquisition

New York City Department of Transportation

<p></p><div><div><div><div><div><div><h1 class="jobSectionHeader"><b>BOB- Senior Director, Personnel &amp; Administration
</b></h1></div><div><div><div><div><ul><li>DEPARTMENT OF TRANSPORTATION
</li></ul></div></div><div><div>Posted On: 04/11/2026
</div></div><div><div><ul><li>Full-Time
</li></ul></div></div><div><div><div>Location
</div><div>NYC-ALL BOROS</div>
</div></div></div><div><div><div><ul><li>Exam May Be Required
</li></ul></div></div><div><div><div><div>Department
</div><div>Bureau Of Bridges Exec Hdqtr</div>
</div></div></div><p></p><div><div><div>Salary Range:</div>
<div>$118,873.00 &ndash; $190,015.00</div>
</div></div></div></div><div><div><p><b>Save</b></p>
</div></div></div></div></div></div><div><div><div><h2 class="jobSectionHeader"><b>Job Description</b></h2></div>
<div><div><div>Civil Service Title-Administrative Staff Analyst (NM)<br>
<br>
<ul><li>IN ORDER TO BE CONSIDERED FOR THIS POSITION CANDIDATE MUST BE SERVING PERMANENTLY IN THE TITLE, OR BE REACHABLE ON THE OPEN-COMPETITIVE LIST.</li></ul><br>
The Division of Bridges seeks to hire a Senior Director, Personnel &amp; Administration in the Management Support Service/Chief Bridge Officer Unit. Reporting to the Chief of Staff for Bridges, serving as an advisor and executive team partner, supporting the Deputy Commissioner, and overseeing the division&rsquo;s personnel and administrative team. The successful candidate will have the following responsibilities but not limited to:<br>
<br>
Ensure continuous improvement processes, organizational change, and strategic initiatives of the Deputy Commissioner and Chief of Staff with a strong ability to formulate resolutions that address complex and abstract challenges within Division of Bridges.<br>
Advise the Deputy Commissioner and the Division&rsquo;s senior management on recruiting and retention strategies.<br>
Provides leadership to facilitate the development of capacity-building within the organization.<br>
Act as a liaison with external/internal stakeholders (NYCDOT) and build relationships to ensure operational excellence.<br>
Collaborate with the Finance unit to align division vacancies with budgetary projections and constraints, vacancy control, funding and headcount issues, and OMB justifications.<br>
Ensure inclusivity and equity in all personnel practices including hiring, training, promotion retention, etc.<br>
Oversee staff completing personnel actions, including advising on civil service requirements, other personnel related matters and other strategic hiring issues.<br>
Oversee staff coordinating training for the field/office staff; responding to various agency requests including records management, compliance or other oversight functions as required.<br>
Should be proactive on continued professional development for the division staff and support the Division&rsquo;s current staff mentoring program.<br>
Manage a diverse portfolio, understand human capital management, and be able to balance multiple priorities and ensure that the division&rsquo;s administrative functions run smoothly.<br>
Compile various reports on Division activities for the Deputy Commissioner and the Division senior management.<br>
Performs other duties as assigned.<br>
<br>
Preferred Skills<br>
Ability to anticipate potential problems, recognize and evaluate problems and take preventive actions, and balance delegation of tasks to administrative staff; ability to exhibit professional demeanor in a fast-paced and high-pressure environment; ability to handle sensitive and confidential matters; outstanding attention to detail and follow through; excellent communication (oral and written) as well as the ability to communicate effectively. Act as a critical thought partner and change agent to drive process improvements and achieve organizational change.<br>
<br>
Work location<br>
55 WATER ST, MANHATTAN, 10041<br>
<br>
Hours<br>
8:00AM - 4:30PM<br>
<br>
All resumes are to be submitted electronically. All applicants please go to https://cityjobs.nyc.gov and search for Job ID# 776699. No phone calls, faxes or personal inquiries permitted. Only those applicants under consideration will be contacted. Appointments are subject to OMB approval. For more information about DOT, visit us at: www.nyc.gov/dot.<br>
<br>
ADMINISTRATIVE STAFF ANALYST - 1002E</div><p><b><br>
Minimum Qualifications</b></p><p><br>
1. A master's degree from an accredited college in economics, finance, accounting, business or public administration, human resources management, management science, operations research, organizational behavior, industrial psychology, statistics, personnel administration, labor relations, psychology, sociology, human resources development, political science, urban studies or a closely related field, and two years of satisfactory full-time professional experience in one or a combination of the following: working with the budget of a large public or private concern in budget administration, accounting, economic or financial administration, or fiscal or economic research; in management or methods analysis, operations research, organizational research or program evaluation; in personnel or public administration, recruitment, position classification, personnel relations, employee benefits, staff development, employment program planning/administration, labor market research, economic planning, social services program planning/evaluation, or fiscal management; or in a related area. 18 months of this experience must have been in an executive, managerial, administrative or supervisory capacity. Supervision must have included supervising staff performing professional work in the areas described above; or
<br>
<br>
2. A baccalaureate degree from an accredited college and four years of professional experience in the areas described in &quot;1&quot; above, including the 18 months of executive, managerial, administrative or supervisory experience, as described in &quot;1&quot; above.</p><p><b><br>
Preferred Skills</b></p><br>
Ability to anticipate potential problems, recognize and evaluate problems and take preventive actions, and balance delegation of tasks to administrative staff ability to exhibit professional demeanor in a fast-paced and high-pressure environment ability to handle sensitive and confidential matters outstanding attention to detail and follow through excellent communication (oral and written) as well as the ability to communicate effectively. Act as a critical thought partner and change agent to drive process improvements and achieve organizational change.<br>
<p><b>
55a Program</b></p><br>
This position is also open to qualified persons with a disability who are eligible for the 55-a Program. Please indicate at the top of your resume and cover letter that you would like to be considered for the position through the 55-a Program.<br>
<p><b>
Public Service Loan Forgiveness</b></p><br>
As a prospective employee of the City of New York, you may be eligible for federal loan forgiveness programs and state repayment assistance programs. For more information, please visit the U.S. Department of Education&rsquo;s website at https://studentaid.gov/pslf/.<br>
<p><b>
Residency Requirement</b></p><br>
New York City residency is generally required within 90 days of appointment. However, City Employees in certain titles who have worked for the City for 2 continuous years may also be eligible to reside in Nassau, Suffolk, Putnam, Westchester, Rockland, or Orange County. To determine if the residency requirement applies to you, please discuss with the agency representative at the time of interview.<br>
<p><b>
Additional Information</b></p><div></div><p><br>
The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.</p></div>
</div><div><div><p><b>
</b></p><p><b>Save</b></p>
</div></div></div></div><div><div><div><div><div><div><div>Job ID
</div><div>776699</div>
</div></div><div><div><div><div>Posted until
</div><div>05/10/2026</div>
</div></div></div><div><div><div><div>Title code
</div><div>1002E</div>
</div></div></div><div><div><div><div>Civil service title
</div><div>ADMINISTRATIVE STAFF ANALYST</div>
</div></div></div><div><div><div><div>Title classification
</div><div>Competitive-1</div>
</div></div></div><div><div><div><div>Business title
</div><div>BOB- Senior Director, Personnel &amp; Administration</div>
</div></div></div></div><div><div><div><ul><li><div>Experience Level: </div>Experienced (Non-Manager)
</li></ul></div></div><div><div><div><div>Job level
</div><div>00</div>
</div></div></div><div><div><div><div>Number of positions
</div><div>1</div>
</div></div></div><div><div><div><div>Work location
</div><div>55 Water St Ny Ny</div>
</div></div></div><div><div><ul><li><div>Category: </div>Administration &amp; Human Resources
</li></ul></div></div></div></div></div></div><div><div><div><div><div>BOB- Senior Director, Personnel &amp; Administration</div></div></div></div></div></div><p></p>

BOB- Senior Director, Personnel & Administration

Mount Sinai Health System

<div><b>Description</b><p>
The Director of Employee and Labor Relations for Icahn School of Medicine at Mount Sinai (ISMMS)<b> </b>will provide a broad range of strategic Employee and Labor Relations across multiple business functions as well as assist with Talent Management, Compensation, Benefits, and Finance. In this environment, the Director will act as an extended staff member and close advisor to school leadership, developing strategic workforce plans, advising on organizational development needs and proactively addressing all human capital concerns including relocating and on-boarding strategies.</p><p>
To be successful the Director will need the gravitas to establish immediate credibility and adeptly engage the leaders in addressing their human capital business concerns. Taking a highly consultative approach and speaking from a deep knowledge base, the Director will bring fresh perspective, new insights and a sense of partnership to the relationship s/he will build with the School&rsquo;s leadership team.</p><b><br>
Responsibilities</b><ul><li>
Oversee human resources responsibilities across ISMMS; uses data and fact-based problem-solving techniques to improve processes and outcomes. Ensures that all operations run according to institutional and departmental policies and in accordance with any government or regulatory requirements as applicable.</li><li>
Handles internal investigations for various levels of ISMMS (faculty, fellows, residents, post- doctoral fellows, and staff), including collaboration with Legal and Compliance departments.</li><li>
Manages, interprets, and educates the faculty and staff on the collective bargaining agreement for the post-doctoral fellows who are newly organized. Hearing grievances and other issues presented by the union on behalf of the post-doctoral fellows and the Principal Investigators who supervise them.</li><li>
Plans, develops, and/or maintains departmental standard operating procedures. Regularly reviews policies and procedures and makes changes or recommends changes to superiors as necessary.</li><li><p>
Collaborate with leadership throughout the School of Medicine to identify personnel needs, workforce planning strategies, and search assignments. Develop and maintain strong working relationships with leadership, and other team members to create a partnership.</p></li><li>
Serve as HR liaison with department administrators and professional staff regarding the ISMMS policies and procedures and personnel administration. Plans, develops, and maintains departmental standard operating procedures. Regularly reviews policies and procedures and makes changes or recommendations, as well as provides guidance to Administrators and Managers regarding human resources matters, field departmental issues, and confer on restructuring.</li><li><p>
Advisement of HR policies and Faculty handbook interpretations, including leave procedures for faculty, fellows, residents, post-doctoral fellows, and staff.</p></li><li><p>
Develop and conduct training programs related to employee relations and policies and procedures for ISMMS faculty and staff.</p></li><li><p>
Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; benchmarking state-of-the-art practices; participating in professional societies.</p></li></ul><p></p><b><br>
Qualifications</b><ul><li>
Bachelors Degree in Human Resources, Business Administration or related field required. Masters degree preferred</li><li><p>
6 plus years of progressive HR generalist experience. Knowledge of the principles, practices and procedures relevant to Human Resources.</p></li><li><p>
Must have a proven track record of relationship building with both internal and external customers.</p></li><li><p>
Must have experience with recruitment and sourcing candidates as well as compensation knowledge, experience with job analysis, general compensation practices and salary structure design.</p></li><li><div>
Ability to handle employee conflicts and differences by interpreting verbal/ non-verbal behavior, detecting perceptions and needs of staff.</div></li><div></div><li><p><br>
Demonstrated business acumen and the ability to understand business strategy and goals.</p></li><li><div>
Demonstrated HR knowledge and experience in a technology organization strongly preferred.</div></li><li><p>
Ability to move about on campus and offsite buildings, may include travel.</p></li><li>
Ability to thrive in a fast paced, demanding environment.</li><li>
Strong interpersonal skills and communication skills to interact with all levels of an organization and within and across diverse cultures.</li><li>
Analyze and resolve a wide variety of complex issues or problems.</li><li>
Demonstrate good judgment in selecting methods and techniques for obtaining solutions.</li><li>
Ability to handle confidential information.</li><li>
Ability to work independently and within a team environment.</li><li>
Proficiency with Excel Data organization and reporting as well as other MS Office products and HRIS.</li><li>
Strong organizational and multitasking capabilities.</li><li><p>
Strong analytical and problem solving skills.</p></li></ul><p></p><b><br>
Employer Description</b><p><b>
Strength through Unity and Inclusion</b></p>
<p>
The Mount Sinai Health System is committed to fostering an environment where everyone can contribute to excellence. We share a common dedication to delivering outstanding patient care. When you join us, you become part of Mount Sinai&rsquo;s unparalleled legacy of achievement, education, and innovation as we work together to transform healthcare. We encourage all team members to actively participate in creating a culture that ensures fair access to opportunities, promotes inclusive practices, and supports the success of every individual.</p>
<p>
At Mount Sinai, our leaders are committed to fostering a workplace where all employees feel valued, respected, and empowered to grow. We strive to create an environment where collaboration, fairness, and continuous learning drive positive change, improving the well-being of our staff, patients, and organization. Our leaders are expected to challenge outdated practices, promote a culture of respect, and work toward meaningful improvements that enhance patient care and workplace experiences. We are dedicated to building a supportive and welcoming environment where everyone has the opportunity to thrive and advance professionally. Explore this opportunity and be part of the next chapter in our history.</p>
<p><b>
About the Mount Sinai Health System:</b></p>
<p>
Mount Sinai Health System is one of the largest academic medical systems in the New York metro area, with more than 48,000 employees working across eight hospitals, more than 400 outpatient practices, more than 300 labs, a school of nursing, and a leading school of medicine and graduate education. Mount Sinai advances health for all people, everywhere, by taking on the most complex health care challenges of our time &mdash; discovering and applying new scientific learning and knowledge; developing safer, more effective treatments; educating the next generation of medical leaders and innovators; and supporting local communities by delivering high-quality care to all who need it. Through the integration of its hospitals, labs, and schools, Mount Sinai offers comprehensive health care solutions from birth through geriatrics, leveraging innovative approaches such as artificial intelligence and informatics while keeping patients&rsquo; medical and emotional needs at the center of all treatment. The Health System includes more than 9,000 primary and specialty care physicians; 13 joint-venture outpatient surgery centers throughout the five boroughs of New York City, Westchester, Long Island, and Florida; and more than 30 affiliated community health centers. We are consistently ranked by U.S. News &amp; World Report's Best Hospitals, receiving high &quot;Honor Roll&quot; status, and are highly ranked: No. 1 in Geriatrics, top 5 in Cardiology/Heart Surgery, and top 20 in Diabetes/Endocrinology, Gastroenterology/GI Surgery, Neurology/Neurosurgery, Orthopedics, Pulmonology/Lung Surgery, Rehabilitation, and Urology. New York Eye and Ear Infirmary of Mount Sinai is ranked No. 12 in Ophthalmology. U.S. News &amp; World Report&rsquo;s &ldquo;Best Children&rsquo;s Hospitals&rdquo; ranks Mount Sinai Kravis Children's Hospital among the country&rsquo;s best in several pediatric specialties. The Icahn School of Medicine at Mount Sinai is ranked No. 11 nationwide in National Institutes of Health funding and in the 99th percentile in research dollars per investigator according to the Association of American Medical Colleges. Newsweek&rsquo;s &ldquo;The World&rsquo;s Best Smart Hospitals&rdquo; ranks The Mount Sinai Hospital as No. 1 in New York and in the top five globally, and Mount Sinai Morningside in the top 20 globally.</p>
<p><b>
Equal Opportunity Employer</b></p>
<p>
The Mount Sinai Health System is an equal opportunity employer, complying with all applicable federal civil rights laws. We do not discriminate, exclude, or treat individuals differently based on race, color, national origin, age, religion, disability, sex, sexual orientation, gender, veteran status, or any other characteristic protected by law. We are deeply committed to fostering an environment where all faculty, staff, students, trainees, patients, visitors, and the communities we serve feel respected and supported. Our goal is to create a healthcare and learning institution that actively works to remove barriers, address challenges, and promote fairness in all aspects of our organization.</p><p><b><br>
Compensation</b></p><p>
The Mount Sinai Health System (MSHS) provides salary ranges that comply with the New York City Law on Salary Transparency in Job Advertisements. The salary range for the role is $140000 - $230000 Annually. Actual salaries depend on a variety of factors, including experience, education, and operational need. The salary range or contractual rate listed does not include bonuses/incentive, differential pay or other forms of compensation or benefits.</p></div>

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

SBH Fashion

<div>
 <strong>
  Job Title: Senior Director of Human Resources
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  <br/>
 </strong>
 <strong>
  Position Overview
  <br/>
  <br/>
 </strong>
 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.
 <br/>
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 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.
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 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.
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 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.
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  Key Responsibilities:
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 </strong>
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  HR Leadership &amp; Business Partnership
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 </strong>
 <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
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   <br/>
  </li>
 </ul>
 <strong>
  Organizational Development &amp; Effectiveness
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 </strong>
 <ul>
  <li>
   Evaluate organizational structure, team design, and resource allocation to ensure efficiency and scalability
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  <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
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   <br/>
  </li>
 </ul>
 <strong>
  Performance Management &amp; Employee Development
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 </strong>
 <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
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   <br/>
  </li>
 </ul>
 <strong>
  Manager Coaching &amp; Leadership Enablement
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 </strong>
 <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
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   <br/>
  </li>
 </ul>
 <strong>
  Talent Acquisition &amp; Workforce Planning
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 </strong>
 <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
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   <br/>
  </li>
 </ul>
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  Benefits &amp; Payroll Partnership
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 <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
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  </li>
 </ul>
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  HR Operations &amp; Infrastructure
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 </strong>
 <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
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  </li>
 </ul>
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  Technology &amp; Process Innovation
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 </strong>
 <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
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  </li>
 </ul>
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  Qualifications
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  <li>
   10+ years of progressive HR experience, with at least 3&ndash;5 years in a senior leadership role
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   Experience operating as a standalone or lead HR function
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  <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>
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   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>
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   Demonstrated interest in leveraging technology to enhance HR effectiveness
  </li>
  <li>
   Highly resourceful, hands-on, and comfortable operating in a fast-paced, evolving environment
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   <br/>
  </li>
 </ul>
 Salary $175,000-$225,000
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</div>


Senior Director of Human Resources

<div><ul><li>Job Type: Officer of Administration</li>
<li>Regular/Temporary: Regular</li>
<li>Hours Per Week: 35</li>
<li>Salary Range: $90,000 - $110,000</li>
</ul><div><i>The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to departmental budgets, qualifications, experience, education, licenses, specialty, and training. The above hiring range represents the University's good faith and reasonable estimate of the range of possible compensation at the time of posting.</i></div><br>
<div></div>
<p></p>
<p>Position Summary</p>
<p>
Reporting to the Associate Director and Sr. Director of Human Resources &amp; Faculty Affairs the Manager will be responsible for managing the day-to-day human resources, faculty affairs of the Surgical Pod. The Manager will also function as team lead and will be responsible for managing staff.</p>
<p>
Responsibilities will include but are not limited to:</p>
<p>
Recruitment</p>
<ul><li>Obtain required approvals to post positions in applicant tracking systems (Talentlink/ASR*/Interfolio/Clear Company) and relevant publications and/or websites;</li>
<li>Manage hiring transactions within application systems;</li>
<li>Participate in the recruitment process as needed, including pre-screening candidates and reference verification;
<ul><ul><li>ASR = Academic Search and Recruitment, interchangeable with Interfolio</li></ul>
</ul></li></ul><p>Onboarding</p>
<ul><li>Communicate with candidate, hiring manager and leadership regarding the hiring process;</li>
<li>Provide, obtain and process necessary hiring documents in HRIS systems and paper submissions;</li>
<li>Process, monitor, and track incoming Research Interns, visitors or observers;</li>
<li>Schedule orientation and assist with time sheet population for new hires.</li>
</ul><p><b>Faculty Affairs</b></p>
<ul><li>Facilitate and track all aspects of appointments, promotions, reappointments, and credentialing for faculty (clinical and research), officers of research, student officers and other medical staff;</li>
<li>Liaise with International Student &amp; Scholars office to complete VISA processing and extensions for international hires and employees;</li>
<li>Process letter of non-renewal (LON) requests, stipend terminations and resignations;</li>
<li>Assist the Chair&rsquo;s Office with the Committee on Appointments and Promotions (COAP) and the Tenure process;</li>
<li>Review, edit and post Faculty and Research positions in the University&rsquo;s Recruitment of Academic Personnel System (RAPS) and posting of job advertisements in outside sources/websites.</li>
</ul><p><b>Payroll/Compensation Changes</b></p>
<ul><li>Using TLAM, maintain timesheets and accrual balances for support staff, non-union support staff, and part-time employees;</li>
<li>Review and complete all HRCULES requests for promotions/reclassifications;</li>
<li>Assist with the annual salary and zero-salary roster.</li>
</ul><p><b>Employee &amp; Labor Relations</b></p>
<ul><li>Provide support to the HR Director(s) and leadership pertaining to employee &amp; labor relation issues (including grievance resolution, disciplinary action, termination).</li>
</ul><p><b>Compliance:</b></p>
<ul><li>Track and ensure compliance concerning I-9 processing, Annual Hospital Training, Influenza Program, HIPPA Training, Conflict of Interest, Medical Surveillance, Upcoming/Past Visa End Date Status, etc.</li>
</ul><p><b>Supervisor Responsibilities:</b></p>
<ul><li>Train and guide HR/FA Generalist on all transactional processes;</li>
<li>Assist Generalists with identification of key priorities and problem-resolution, as required;</li>
<li>Meet weekly with Department Administrators to review task list and provide updates.</li>
</ul>
<p></p><p>Minimum Qualifications</p>
<ul>
<li>Bachelors degree or equivalent in education and experience.</li>
<li>Minimum 4 years of experience</li>
</ul>
<p></p><p>Preferred Qualifications</p>
<ul>
<li>Healthcare and or Academic Medicine experience strongly preferred</li>
<li>Certification (SHRM, Labor Relations, HR, etc) preferred</li>
<li>Degree in Human Resources or related field preferred</li>
<li>Human Resources experience preferred</li>
<li>Experience using Peoplesoft, TalentLink, and Columbia Financial systems a plus.</li>
</ul>
<p></p><p>Equal Opportunity Employer / Disability / Veteran</p>
<p>
Columbia University is committed to the hiring of qualified local residents.</p></div>

Manager, Human Resources & Faculty Affairs

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