administrative assistant Jobs in New York

administrative assistant

office manager

recruiter

senior manager, talent acquisition Jobs in New York

senior manager, talent acquisition

senior project manager

human resources manager

Marriott International

<div><b>Additional Information</b><br>
<b>Job Number</b>26057652<br>
<b>Job Category</b>Human Resources<br>
<b>Location</b>The Ritz-Carlton New York Central Park, 50 Central Park S, New York, New York, United States, 10019<br>
<b>Schedule</b>Full Time<br>
<b>Located Remotely?</b>N<br>
<b>Position Type</b> Management<br>
<b>Pay Range:</b> $81,000 - $107,000 annually<br>
<b>Bonus Eligible:</b> Y
<p></p><div><div><p><b>JOB SUMMARY</b></p>
<p></p><p>As a member of the property Human Resources support staff, he/she works with Human Resources employees to carry out the daily activities of the Human Resource Office including oversight of recruitment, total compensation, and training and development. Additionally, he/she focuses on delivering HR services that meet or exceed the needs of employees and enable business success; as well as ensures compliance with all applicable laws, regulations and operating procedures.</p>
<p></p><p><b>CANDIDATE PROFILE
</b></p><p></p><p><b>Education and Experience</b></p>
<ul><li>High school diploma or GED; 3 years experience in the human resources, management operations, or related professional area.</li></ul>
<p>OR</p>
<ul><li>2-year degree from an accredited university in Human Resources, Business Administration, or related major; 1 year experience in the human resources, management operations, or related professional area.</li></ul>
<p></p><p><b>CORE WORK ACTIVITIES</b></p>
<p></p><p><b>Managing Recruitment and Hiring Process</b></p>
<ul><li>Assists in the interviewing and hiring of Human Resource employee team members with the appropriate skills, as needed.</li></ul>
<ul><li>Establishes and maintains contact with external recruitment sources.</li></ul>
<ul><li>Attends job fairs and ensures documentation of outreach efforts in accordance with Human Resource Standard Operating Procedures.</li></ul>
<ul><li>Networks with local organizations (e.g., Hotel Association and peers) to source candidates for current or future openings.</li></ul>
<ul><li>Oversees/monitors candidate identification and selection process.</li></ul>
<ul><li>Provides subject matter expertise to property managers regarding selection procedures.</li></ul>
<ul><li>Partners with vendor partners to ensure effective advertisement efforts are being utilized for open positions in appropriate venues to attract a diverse candidate pool.</li></ul>
<ul><li>Performs quality control on candidate identification/selection.</li></ul>
<p></p><p><b>Administering and Educating Employee Benefits</b></p>
<ul><li>Works with the unemployment services provider to respond to unemployment claims; reviews provider reports for accuracy and corrects errors.</li></ul>
<ul><li>Prepares, audits and distributes unemployment claim activity reports to property management.</li></ul>
<ul><li>Attends unemployment hearings and ensures property is properly represented.</li></ul>
<ul><li>Ensures that department has the available resources on hand to administer employee.</li></ul>
<p></p><p><b>Managing Employee Development</b></p>
<ul><li>Supports a departmental orientation program for employees to receive the appropriate new hire training to successfully perform their job.</li></ul>
<ul><li>Ensures employees are cross-trained to support successful daily operations.</li></ul>
<ul><li>Uses all available on the job training tools for employees; supervise on-going training initiatives and conducts training, when appropriate.</li></ul>
<ul><li>Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in company culture.</li></ul>
<ul><li>Ensures attendance by all new hires and participation of the leadership team in training programs</li></ul>
<ul><li>Collaborates with management team to ensure departmental orientation processes are in place and employees receive the appropriate new hire training to successfully perform their job.</li></ul>
<p></p><p><b>Maintaining Employee Relations</b></p>
<ul><li>Assists in maintaining effective employee communication channels in the property (e.g., develops daily communications and assists with regularly scheduled property-wide meetings).</li></ul>
<ul><li>Reviews progressive discipline documentation for accuracy and consistency, and checks for supportive documentation and is accountable for determining appropriate action.</li></ul>
<ul><li>Utilizes an &ldquo;open door&rdquo; policy to acknowledge employee problems or concerns in a timely manner</li></ul>
<ul><li>Ensures employee issues are referred to the Department Manager for resolution or escalated to the Director of Human Resources/Multi-Property Director of Human Resources.</li></ul>
<ul><li>Partners with Loss Prevention to conduct employee accident investigations, as necessary.</li></ul>
<ul><li>Communicates performance expectations in accordance with job descriptions for each position.</li></ul>
<p></p><p><b>Managing Legal and Compliance Practices</b></p>
<ul><li>Ensures employee files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time.</li></ul>
<ul><li>Ensures compliance with procedure for accessing, reviewing, and auditing employee files and ensure compliance with the Privacy Act.</li></ul>
<ul><li>Ensures medical records are maintained in a separate, secure and confidential medical file.</li></ul>
<ul><li>Facilitates random, reasonable belief and post accident drug testing process (in properties where applicable).</li></ul>
<ul><li>Communicates property rules and regulations via the employee handbook.</li></ul>
<ul><li>Ensures all safety and security policies (e.g., property removal, lost and found items, blood borne pathogens, accident reporting, and hygiene) are communicated to employees on a regular basis through orientation, property meetings, bulletin boards, etc.</li></ul>
<ul><li>Conducts periodic claims reviews with Regional Claims office to ensure claims are closed in a timely manner and reserve levels are appropriate for open claims.</li></ul>
<ul><li>Represents Human Resources at the property Safety Committee; helps to identify ways to create awareness of the importance of safety in the workplace and decrease accident frequency and severity.</li></ul>
<ul><li>Manages Workers Compensation claims to ensure appropriate employee care and manage costs.</li></ul>
<ul><li>Oversees the selection/non-selection and offers processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection and applicants receive status notifications).</li></ul><br>
</div><p></p><div>
</div><i>At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.</i><p></p><p>
At more than 100 award-winning properties worldwide, The Ritz-Carlton Ladies and Gentlemen create experiences so exceptional that long after a guest stays with us, the experience stays with them. Attracting the world&rsquo;s top hospitality professionals who curate lifelong memories, we believe that everyone succeeds when they are empowered to be creative, thoughtful and compassionate.<br>
</p><div>
<br>
Every day, we set the standard for rare and special luxury service the world over and pride ourselves on delivering excellence in the care and comfort of our guests.</div><div>
<br>
Your role will be to ensure that the &ldquo;Gold Standards&rdquo; of The Ritz-Carlton are delivered graciously and thoughtfully every day. The Gold Standards are the foundation of The Ritz-Carlton and are what guides us each day to be better than the next. It is this foundation and our belief that our culture drives success by which The Ritz Carlton has earned the reputation as a global brand leader in luxury hospitality. As part of our team, you will learn and exemplify the Gold Standards, such as our Employee Promise, Credo and our Service Values. And our promise to you is that we offer the chance to be proud of the work you do and who you work with.</div><div>
<br>
In joining The Ritz-Carlton, you join a portfolio of brands with Marriott International. <b>Be</b> where you can do your best work, <b>begin</b> your purpose, <b>belong</b> to an amazing global team, and <b>become</b> the best version of you.</div></div></div><p></p>

Human Resources Manager

Richemont

<div>
 <em>
  At Richemont Americas, we aspire to reflect the ever-changing world around us. We are proud to employ talent from many different backgrounds, experiences, and identities to build a continually evolving, inclusive community where the diversity of our colleagues and clients is rich and celebrated. We believe when inclusion is fully embraced and empowered, creativity and knowledge emerge to deliver excellence, advancing the community that is uniquely Richemont Americas.
  <br/>
  <br/>
 </em>
 <strong>
  HR Coordinator
  <br/>
  <br/>
 </strong>
 Fashion &amp; Acessories | New York, NY
 <br/>
 <br/>
 Reports to: Senior Manager, HR
 <br/>
 <br/>
 <strong>
  Role Overview
  <br/>
  <br/>
 </strong>
 The HR Coordinator will support the Fashion and Accessories for North America which includes Montblanc, Chlo&eacute;, Dunhill, Delvaux, and Ala&iuml;a.
 <br/>
 <br/>
 Reporting to the Senior HR Manager, HRBP, the HR Coordinator works collaboratively with business, HR Team of F&amp;A and liaises with the Richemont Americas HR Centers of Expertise to coordinate and manage initiatives related to Recruitment and Talent Development; Total Rewards; Learning and Development; Employee Relations; HR Operations; and Internal Communications.
 <br/>
 <br/>
 This role requires knowledge and experience across all HR functions to assist in enhancing business performance through employee engagement, organizational design, retention and succession planning, skill building, change management, and process improvement.
 <br/>
 <br/>
 <strong>
  Responsibilities
  <br/>
  <br/>
 </strong>
 <strong>
  Talent Management &amp; Organizational Development:
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Liaise with the Learning &amp; Development team to ensure that training programs and learning opportunities are available and designed to meet the needs of the teams.
  </li>
  <li>
   Partner with HR Directors to support in addressing performance management and employee relations issues, ensuring adherence to the company&rsquo;s established behavioral coaching processes and policies.
  </li>
  <li>
   Contribute to workplace investigations; providing research, insight, scheduling interviews for HR Director and HR Manager, and reviewing recommendations to fairly and consistently apply policies, laws, and regulations.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Recruitment
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Assist with external agencies, hiring managers, and the Talent team to ensure complete and proper execution of full lifecycle recruitment activities.
  </li>
  <li>
   Assist with the open jobs report and weekly communication with the Talent team to maintain alignment on talent acquisition status and priorities.
  </li>
  <li>
   Manage administrative tasks related to recruitment, including but not limited to, creating positions, job descriptions and sending for job postings.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Performance Management
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Support HR leads with updating our internal platform with results of Career committees with all brands.
  </li>
  <li>
   Maintain tracker for all Performance management and development follow up activity (i.e. PIPs, corrective actions, training, coaching, internal talent pool etc...)
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Employee Benefits
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Maintain ongoing knowledge of the company&rsquo;s benefits programs, eligibility requirements, enrollment processes, etc. to support employees with participation in and management of their employee benefits.
  </li>
  <li>
   Partner with the Benefits team to assist with the administrative process of leaves of absence.
  </li>
  <li>
   Assist with serving as the primary point of contact for new employee questions and support.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  HR Systems And Processes
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Updates Associate information (e.g., terminations,status changes, reporting structurein HRIS and other systems and maintains employee-related files
  </li>
  <li>
   Maintains administrative duties related to accurate people data for expens
  </li>
  <li>
   allocation and reporting purposes
  </li>
  <li>
   Generates reports from HRIS as needed or requested, converting to excel
  </li>
  <li>
   Support in the analysis of data from various reports, extrapolating relevant data for the business
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Qualifications
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Minimum 2 years of experience in the Human Resources field with related experience.
  </li>
  <li>
   College Degree in related field such as Human Resources, Psychology and/or Business Administration.
  </li>
  <li>
   General knowledge of U.S. employment law is essential.
  </li>
  <li>
   Proficiency in Workday and Microsoft Suite required.
  </li>
  <li>
   Retail industry experience preferred.
  </li>
  <li>
   Excellent written and verbal communication skills.
  </li>
  <li>
   Strong interpersonal skills in working with and building relationships with employees.
  </li>
  <li>
   Strong time management, organization and presentation skills.
  </li>
  <li>
   Ability to work independently and with a team.
  </li>
  <li>
   Exercises a high degree of confidentiality with sensitive information.
  </li>
  <li>
   Ability to travel up to 5% to local NY market.
   <br/>
   <br/>
  </li>
 </ul>
 Richemont offers a generous compensation and benefits package for eligible employees. Only candidates selected for further consideration will be contacted.
 <br/>
 <br/>
 <strong>
  We Offer &ndash; United States
  <br/>
  <br/>
 </strong>
 We care about our associates&rsquo; health and wellbeing and offer a comprehensive benefits program to support you and your loved ones. Our core benefits include medical, dental, and vision programs. Health savings and flexible spending accounts are available to support your financial needs, along with access to the employee assistance program for you and your household members. The company offers income protection solutions including life insurance, disability benefits, and 401(k) with employer match. Understanding the importance of wellness and work-life-balance, our package includes a wellness reimbursement benefit and paid time off. We also encourage associates to give back to their local community by using their volunteer time off days to support important initiatives that drive change.
 <br/>
 <br/>
 At Richemont, We Craft the Future!
 <br/>
 <br/>
 Expected Salary Range:
 <strong>
  $32-37/hour
  <br/>
  <br/>
 </strong>
 Salary will be negotiated based on relevant skills and experience.
</div>


HR Coordinator F&A

Parfums Christian Dior

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


Manager, Human Resources Business Partner

Sullivan & Cromwell

<div><div><p><b>SUMMARY</b><br>
<br>
We are seeking an experienced HR Manager to support our New York-based business services population. This is a hands-on role that partners closely with directors, managers, and staff on a broad range of HR matters, including recruiting, talent management, employee relations and compensation support. The HR Manager will serve as a trusted resource to employees and managers while collaborating with HR colleagues across offices on broader initiatives as needed. The role requires sound judgment, discretion, and the ability to operate effectively in a professional services environment.<br>
<br>
<b>ESSENTIAL DUTIES AND RESPONSIBILITIES i</b>nclude the following. Other duties may be assigned.</p><div><b>
Talent Acquisition &amp; Onboarding</b><br>
<ul><li>Own full-cycle recruiting for assigned roles, partnering with hiring managers to define needs, attract strong candidates, and drive an efficient hiring process</li><li>Ensure a seamless and professional candidate and onboarding experience</li><li>Track and analyze recruiting activity and trends to inform decision-making</li></ul><br>
<b>
Employee Relations &amp; Manager Support</b><br>
<br>
<ul><li>Serve as a trusted resource for staff and managers on a wide range of employee relations matters, including performance concerns, workplace issues, and policy interpretation</li><li>Manage employee relations matters and investigations with sound judgment, discretion, and attention to risk</li><li>Coach managers on performance management, feedback delivery, and conflict resolution</li><li>Partner with leadership to address sensitive issues in a thoughtful, consistent, and legally compliant manner</li></ul><br>
<b>
Performance Management</b><br>
<br>
<ul><li>Support the administration of performance management processes, including goal setting, year-end reviews, feedback facilitation, and performance improvement.</li><li>Advise managers on how to assess, deliver feedback, and support improvement effectively.</li></ul><br>
<b>
Training &amp; Development</b><br>
<br>
<ul><li>Coordinate and support training initiatives for staff and managers, including programs related to communication, coaching, performance management and professional development</li></ul><br>
<b>
Annual Compensation Process</b><br>
<br>
<ul><li>Provide support for the firm&rsquo;s annual compensation cycle, including merit and bonus processes.</li><li>Assist Compensation Manager in aggregating employee and performance data, maintaining compensation records, and coordinating communications to ensure accurate and timely execution.</li><li>Excel skills and comfort working with compensation data are important, as is the ability to handle sensitive information with strict confidentiality.</li></ul></div><div><b>
HRIS and Future Systems Transition</b><br>
<br>
<ul><li>Partner with HRIS and HR leadership to support system-related initiatives, including process improvements and a role in future HRIS enhancements or implementation efforts (e.g., Workday).</li></ul></div><div><b>
HR Policy &amp; Compliance and Administration</b><br>
<br>
<ul><li>Help to develop, interpret, and apply HR policies and procedures in compliance with state and federal employment law, communicating updates clearly to staff and management.</li><li>Ensure adherence to employment laws and regulations to minimize legal and compliance risks including New York City-specific requirements).</li><li>Maintain the integrity and accuracy of employee data within the firm's HRIS.</li></ul></div><p>
In addition, responsibilities related to maintaining firm and client information are to be adhered to by all employees. This includes complying with the firm&rsquo;s information security policies, protecting firm assets from unauthorized access, disclosure, modification, destruction or interference, and reporting security events or potential events or other security risks to management.</p><div><b>
QUALIFICATIONS</b><br>
<ul><li>Demonstrated experience in full-cycle recruiting, employee relations, performance management, and HR administration</li><li>Experience with HRIS platforms (e.g., Workday, PeopleSoft); exposure to system implementations or enhancements</li><li>Experience supporting the annual compensation process, including merit and bonus cycles and working with compensation data preferred</li><li>Strong working knowledge of New York City and New York State employment law</li><li>Proficiency in Excel including comfort with data management, reporting, and working with compensation-related spreadsheets</li><li>Demonstrated ability to work independently, manage competing priorities, and exercise sound judgment in a collegial, professional environment</li><li>High degree of professionalism, discretion, and integrity in handling sensitive matters</li></ul></div><div><b>
EDUCATION and/or EXPERIENCE</b><br>
<ul><li>Bachelor's degree - Human Resources, Business Administration, Organizational Psychology or related fields are a plus.</li><li>5&ndash;8+ years of broad generalist experience, preferably in a professional services or legal environment</li><li>SHRM-CP, PHR, or equivalent certification is a plus</li></ul></div><p><b><br>
WORK ENVIRONMENT</b><br>
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.</p><p><b>
COMPENSATION</b><br>
The base salary range offered for this role will be between $140,000 and $165,000. When determining a candidate&rsquo;s compensation offer, elements unique to each person are taken into consideration including but not limited to skill set, experience level, performance, professional certifications, degrees and location, as well as the needs of the Firm.</p><p>
The total compensation package for this position may include overtime pay, discretionary bonuses and other benefits. For a more comprehensive list of employee benefits, please visit www.sullcrom.com/employee-benefits.</p><p>
#LI-MO1</p></div></div><p></p>

Manager - Human Resources

Goldman Sachs

<div><div><div><div><div><div><div><div><b>HUMAN CAPITAL MANAGEMENT</b>
</div><div>Our division recruits, develops and rewards the people of Goldman Sachs. Our teams advise, design and implement strategies, processes and technologies that help our people advance professionally, drive productivity and help the firm and our clients achieve superior results. We look for individuals with strong problem solving and analytical skills, innovative thinking and intellectual curiosity who want to make an impact on the success of the firm&rsquo;s most valuable asset, our people.</div><br>
<div>
</div><p>The Firmwide Compensation Team drives the development and implementation of our compensation philosophy, policies, and practices around the world, supporting our best efforts to attract and retain the best talent available. This function requires liaising with other departments such as Controllers, Legal, and Tax and will also involve providing support to other HCM functions, including HCM Business Partners and Business Compensation, Recruiting, Executive Compensation, Equity Compensation, Global Mobility Services, and Analytics teams.</p><br>
<p><b>
JOB SUMMARY &amp; RESPONSIBILITIES</b></p>
<ul><li>
Provide analytical support for the design of compensation programs, ensuring all project deliverables align with divisional requirements and firmwide standards.</li><li>
Develop and maintain financial models to project the cost of compensation policies; assist in the preparation of implementation roadmaps and process documentation.</li><li>
Coordinate annual market benchmarking cycles by submitting data to external consultants and performing analysis of market trends to identify competitive gaps.</li><li>
Partner with cross-functional HCM teams to advise on all compensation matters for current employees and new hires</li><li>
Identify opportunities to streamline data collection and reporting; assist in the testing and implementation of automated compensation tools and HRIS enhancements.</li><li>
Monitor and report on hiring and attrition metrics; prepare data visualizations and summary tables that highlight market movement for senior leadership review.</li><li>
Support the firmwide compensation process with a focus on data analytics, governance, and effective implementation of processes</li></ul>
<p><b>
QUALIFICATIONS</b></p>
<ul><li>
Bachelor&rsquo;s degree in an analytical field such as Finance, Accounting, Mathematics, or a related field in HR</li><li>
3+ years of relevant work experience</li><li>
Comfortable working with and analyzing large sets of data and presenting results that tell a clear and compelling story; preference for individuals with strong PowerPoint skills</li><li>
Ability to work with Excel on a day-to-day basis, strong preference for individuals to be comfortable doing macros, vlookups, and pivot tables</li><li>
Ability to handle multiple, time-sensitive projects while focusing on the quality of work delivered to clients</li><li>
Highly organized, attention to detail and excellent follow-through required</li><li>
Thinks multiple steps ahead; prepares for potential problems and escalates issues when appropriate and manages competing deadlines effectively</li><li>
Strong written and verbal communication skills and ability to develop relationships with professionals across several HCM groups and act as an effective liaison to meet client needs</li><li>
Ability to work well both independently and in a global team environment<br>
</li></ul><div>ABOUT GOLDMAN SACHS</div><br>
<div>
<br>
</div><div>At Goldman Sachs, we commit our people, capital and ideas to help our clients, shareholders and the communities we serve to grow. Founded in 1869, we are a leading global investment banking, securities and investment management firm. Headquartered in New York, we maintain offices around the world.</div><br>
<div>
<br>
</div><div>We believe who you are makes you better at what you do. We're committed to fostering and advancing diversity and inclusion in our own workplace and beyond by ensuring every individual within our firm has a number of opportunities to grow professionally and personally, from our training and development opportunities and firmwide networks to benefits, wellness and personal finance offerings and mindfulness programs. about our culture, benefits, and people at GS.com/careers.</div><br>
<div>
<br>
</div><div>We&rsquo;re committed to finding reasonable accommodations for candidates with special needs or disabilities during our recruiting process. : https://www.goldmansachs.com/careers/footer/disability-statement.html</div><br>
<div>
<br>
</div><div>&copy; The Goldman Sachs Group, Inc., 2023. All rights reserved.
</div><div>Goldman Sachs is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, national origin, age, veterans status, disability, or any other characteristic protected by applicable law.</div><br>
<div>
<br>
</div></div></div></div></div></div></div><div><div><div><div><div><b>We Offer Best-In-Class Benefits</b></div></div></div><p></p><div><div><div><div><div><div><div>
Healthcare &amp; Medical Insurance</div></div><p>
We offer a wide range of health and welfare programs that vary depending on office location. These generally include medical, dental, short-term disability, long-term disability, life, accidental death, labor accident and business travel accident insurance.</p></div></div></div></div><p></p><div><div><div><div><div><div>
Holiday &amp; Vacation Policies</div></div><p>
We offer competitive vacation policies based on employee level and office location. We promote time off from work to recharge by providing generous vacation entitlements and a minimum of three weeks expected vacation usage each year.</p></div></div></div></div><p></p><div><div><div><div><div><div>
Financial Wellness &amp; Retirement</div></div><p>
We assist employees in saving and planning for retirement, offer financial support for higher education, and provide a number of benefits to help employees prepare for the unexpected. We offer live financial education and content on a variety of topics to address the spectrum of employees&rsquo; priorities.</p></div></div></div></div><p></p><div><div><div><div><div><div>
Health Services</div></div><p>
We offer a medical advocacy service for employees and family members facing critical health situations, and counseling and referral services through the Employee Assistance Program (EAP). We provide Global Medical, Security and Travel Assistance and a Workplace Ergonomics Program. We also offer state-of-the-art on-site health centers in certain offices.</p></div></div></div></div><p></p><div><div><div><div><div><div>
Fitness</div></div><p>
To encourage employees to live a healthy and active lifestyle, some of our offices feature on-site fitness centers. For eligible employees we typically reimburse fees paid for a fitness club membership or activity (up to a pre-approved amount).</p></div></div></div></div><p></p><div><div><div><div><div><div>
Child Care &amp; Family Care</div></div><p>
We offer on-site child care centers that provide full-time and emergency back-up care, as well as mother and baby rooms and homework rooms. In every office, we provide advice and counseling services, expectant parent resources and transitional programs for parents returning from parental leave. Adoption, surrogacy, egg donation and egg retrieval stipends are also available.</p></div></div></div></div><p></p><div><div><div><div><div><div>
Benefits at Goldman Sachs</div></div><p>
Read more about the full suite of class-leading benefits our firm has to offer.</p></div></div></div></div></div></div></div></div><div></div>
<br><p>Opportunity Overview
CORPORATE TITLE
Associate
OFFICE LOCATION(S)
New York, Dallas
JOB FUNCTION
Firmwide Compensation
DIVISION
Human Capital Management Division
SALARY RANGE
USD 85,000 - 140,000</p>

Human Capital Management, Firmwide Compensation, Associate, New York City/Dallas

Rippling

<div><h2 class="jobSectionHeader"><b>About Rippling</b></h2><p>
Rippling gives businesses one place to run HR, IT, and Finance. It brings together all of the workforce systems that are normally scattered across a company, like payroll, expenses, benefits, and computers. For the first time ever, you can manage and automate every part of the employee lifecycle in a single system.</p><p></p><p><br>
Take onboarding, for example. With Rippling, you can hire a new employee anywhere in the world and set up their payroll, corporate card, computer, benefits, and even third-party apps like Slack and Microsoft 365&mdash;all within 90 seconds.</p><p></p><p><br>
Based in San Francisco, CA, Rippling has raised $1.4B+ from the world&rsquo;s top investors&mdash;including Kleiner Perkins, Founders Fund, Sequoia, Greenoaks, and Bedrock&mdash;and was named one of America's best startup employers by Forbes.</p><p></p><p><br>
We prioritize candidate safety. Please be aware that all official communication will only be sent from @Rippling.com addresses.</p><h2 class="jobSectionHeader"><b><br>
About the role</b></h2><p>
This is a high-execution, AI-first role focused on delivering core HR services with speed, accuracy, and scale. You'll own a defined set of transactional and case-based HR work for your client groups, leverage AI-enabled workflows to handle volume efficiently, and contribute to the continuous improvement of how our team operates.</p><p>
You will be the operational expert who ensures employees and managers in your orgs get fast, high-quality HR support.</p><h2 class="jobSectionHeader"><b>
What you will do</b></h2><p><i>
Core Service Delivery</i></p><ul><li>
IC Performance Management cases end-to-end, including coaching managers through documentation and process requirements</li><li>
Terminations &amp; offboarding for Senior Manager and below within your client groups</li><li>
HR Help Desk cases: triaging, routing, and resolving employee and manager queries</li><li>
Internal mobility transactions and coordination</li><li>
Exit interviews: scheduling, conducting, and surfacing themes</li><li>
HR Inbox management for your assigned orgs</li></ul><p><i>
AI-Enabled Execution</i></p><ul><li>
Operate AI-assisted workflows as the default for case intake, documentation, and communications</li><li>
Identify opportunities to reduce manual effort through automation and prompt-based tools</li><li>
Contribute to shared templates, prompts, and workflows the team can reuse across orgs</li></ul><h2 class="jobSectionHeader"><b>
What you will need</b></h2><ul><li>
3&ndash;5 years of experience in an HR Generalist role with direct ownership of performance management, employee relations, or HR case work</li><li>
Demonstrated comfort using AI tools (e.g., ChatGPT, Claude, or similar) in your day-to-day work</li><li>
Experience managing high-volume, process-driven HR work without sacrificing quality or compliance</li><li>
Strong written communication: you draft clear, professional documentation with minimal review</li><li>
Applied knowledge of federal, state, and local employment law, with the ability to flag and escalate legal risk appropriately</li><li>
Familiarity with HRIS platforms, ticketing systems, and HR tech tools</li><li>
Process-oriented mindset: you look for ways to systematize and improve repetitive work</li><li>
Ability to flex across orgs and manage multiple cases simultaneously in a fast-paced environment</li></ul><h2 class="jobSectionHeader"><b>
Additional Information</b></h2><p>
Rippling is an equal opportunity employer. We are committed to building a diverse and inclusive workforce and do not discriminate based on race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, veteran or military status, or any other legally protected characteristics, Rippling is committed to providing reasonable accommodations for candidates with disabilities who need assistance during the hiring process. To request a reasonable accommodation, please email accomodations@rippling.com</p><p></p><p><br>
Rippling highly values having employees working in-office to foster a collaborative work environment and company culture. For office-based employees (employees who live within a defined radius of a Rippling office), Rippling considers working in the office, at least three days a week under current policy, to be an essential function of the employee's role.</p><p></p><p><br>
This role will receive a competitive salary + benefits + equity. The salary for US-based employees will be aligned with one of the ranges below based on location; see which tier applies to your location here.</p><p></p><p><br>
A variety of factors are considered when determining someone&rsquo;s compensation&ndash;including a candidate&rsquo;s professional background, experience, and location. Final offer amounts may vary from the amounts listed below.</p><p></p><b><br>
The pay range for this role is:</b><br>
96,000 - 125,000 USD per year(San Francisco Office)</div>

Human Resources Generalist

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

Explore 437+ Human resources manager in New York this May. Find roles across top companies and apply now to boost your career.