human resources operations director

HC&N Healthcare Solutions

<div><div><div><div><div><div><div><div><div><div><h1 class="jobSectionHeader"><b>Human Resources Director</b></h1>
<p>
Skilled Nursing Facility (SNF)<br>
Salary: Up to $80,000 per year<br>
Full-Time | Comprehensive Benefits Package</p>
<p>
A Skilled Nursing Facility is seeking an experienced and motivated Human Resources Director to lead and oversee all HR operations within our healthcare facility. The ideal candidate will have strong leadership skills, healthcare HR experience, and a solid understanding of employee relations, recruitment, compliance, and workforce management in a long-term care environment.</p>
<p>
This position plays a key role in supporting facility operations by fostering a positive workplace culture and ensuring compliance with all employment regulations and company policies.</p>
<h2 class="jobSectionHeader"><b>
Responsibilities</b></h2>
<ul><li>Oversee all day-to-day human resources operations for the facility</li>
<li>Manage recruitment, onboarding, orientation, and employee retention initiatives</li>
<li>Maintain employee personnel files and ensure compliance with HR regulations</li>
<li>Handle employee relations matters professionally and confidentially</li>
<li>Coordinate benefits administration, leave management, and workers&rsquo; compensation</li>
<li>Ensure compliance with federal, state, and local employment laws and healthcare regulations</li>
<li>Support department managers with staffing, performance management, and disciplinary processes</li>
<li>Monitor and maintain facility staffing levels and turnover reports</li>
<li>Assist with payroll coordination and timekeeping processes</li>
<li>Develop and implement HR policies and procedures</li>
<li>Promote a positive and professional work environment</li>
</ul><h2 class="jobSectionHeader"><b>Qualifications</b></h2>
<ul><li>Previous Human Resources experience in a skilled nursing facility, healthcare, or long-term care setting preferred</li>
<li>Knowledge of HR laws, compliance, and employment practices</li>
<li>Strong organizational, communication, and interpersonal skills</li>
<li>Ability to manage confidential information with professionalism</li>
<li>Experience with recruitment, employee relations, and benefits administration</li>
<li>Proficient in Microsoft Office and HR systems</li>
</ul><h2 class="jobSectionHeader"><b>Benefits</b></h2>
<ul><li>Competitive salary up to $80,000 annually</li>
<li>Health, dental, and vision insurance</li>
<li>Paid time off and holiday pay</li>
<li>401(k) retirement plan</li>
<li>Career advancement opportunities</li>
<li>Supportive and team-oriented work environment</li></ul><br>
<p></p>
<p>
We are an Equal Opportunity Employer and are committed to creating an inclusive workplace for all employees.</p></div></div></div></div></div></div></div></div></div></div><div></div>

Human Resources Director

Greater Boston Urology

<div><div><div><p><b>About the Role</b></p></div><p></p><div><p>
This is a pivotal leadership role for a People Operations professional who wants to build something &mdash; not just maintain it. As Director, People Operations, you'll be the strategic and operational backbone of our people function, partnering closely with senior leaders to drive the associate experience, organizational effectiveness, and cultural health of the business.</p><p>
This role sits at the intersection of strategy and execution. You'll modernize how we work &mdash; simplifying and automating legacy processes, standing up new ones, and leading the change management required to make those shifts stick. If you thrive in complex, fast-moving environments and care deeply about both people and outcomes, this role was designed for you.</p><p></p><p><b>
What You'll Do</b></p><ul><li><b>
Drive people strategy</b> &mdash; Partner with business leaders to design and implement people strategies that move the needle on key outcomes including labor costs, retention, and engagement.</li><li><b>
Lead associate relations</b> &mdash; Own the development and ongoing governance of associate relations policies, programs, and training, keeping them aligned with evolving laws, regulations, and company culture.</li><li><b>
Build a data-driven people function</b> &mdash; Establish a people analytics practice and lead initiatives that surface meaningful insights using Workday; translate data into action for both the business and the People team.</li><li><b>
Own compliance</b> &mdash; Oversee policies spanning multi-state employment law, audits, and regulatory requirements; proactively identify gaps and drive remediation.</li><li><b>
Lead change</b> &mdash; Serve as a key architect and guide for transformation initiatives, bringing structure, communication, and momentum to complex organizational changes.</li><li><b>
Develop talent</b> &mdash; Partner with leaders to identify capability gaps and build learning and development plans that fuel both individual growth and business performance.</li><li><b>
Influence culture</b> &mdash; Coach and support managers in attracting, retaining, and engaging their teams; help shape a workplace where people do their best work.</li></ul><p><b>
What You Bring</b></p><ul><li>
Significant HR leadership experience, ideally including a healthcare or similarly complex, regulated environment</li><li>
A track record of leading organizational change and delivering measurable business results through people initiatives</li><li>
Strong proficiency and comfort using data and analytics to inform decisions. Workday experience to drive these decisions is a plus.</li><li>
Exceptional communication and executive presence &mdash; you can influence at every level and navigate difficult conversations with clarity and care</li><li>
Deep knowledge of employment law and multi-state compliance</li><li>
The ability to balance strategic thinking with a bias for execution &mdash; you're comfortable setting direction and rolling up your sleeves</li></ul><p><b>
Why This Role</b></p><p>
This isn't a role for someone looking to manage the status quo. It's an opportunity to modernize a people function, lead meaningful change, and have a real impact on the experience of every associate in the organization &mdash; and, by extension, on the care patients receive.</p></div></div><p></p><div><div><p><b><br>
Travel</b></p></div><div><p>
Travel is primarily local during the business day, although some out-of-the-area and overnight travel may be expected.</p></div></div><p></p><p><b>
What We are Offer You</b></p><p>
At U.S. Urology Partners, we are guided by four core values. Every associate living the core values makes our company an amazing place to work. Here &ldquo;Every Family Matters&rdquo;</p><p></p><h1 class="jobSectionHeader"><b>
Compassion</b></h1><p>
Make Someone&rsquo;s Day</p><h1 class="jobSectionHeader"><b>
Collaboration</b></h1><p>
Achieve Possibilities Together</p><h1 class="jobSectionHeader"><b>
Respect</b></h1><p>
Treat people with dignity</p><h1 class="jobSectionHeader"><b>
Accountability</b></h1><p>
Do the right thing</p><p></p><p>
Beyond competitive compensation, our well-rounded benefits package includes a range of comprehensive medical, dental and vision plans, HSA / FSA, 401(k) matching, an Employee Assistance Program (EAP) and more.</p><p></p><p><b>
About US Urology Partners</b></p><p>
U.S. Urology Partners is one of the nation&rsquo;s largest independent providers of urology and related specialty services, including general urology, surgical procedures, advanced cancer treatment, and other ancillary services. Through Central Ohio Urology Group, Associated Medical Professionals of NY, Urology of Indiana, and Florida Urology Center, the U.S. Urology Partners clinical network now consists of more than 50 offices throughout the East Coast and Midwest, including a state-of-the-art, urology-specific ambulatory surgery center that is one of the first in the country to offer robotic surgery. U.S. Urology Partners was formed to support urology practices through an experienced team of healthcare executives and resources, while serving as a platform upon which NMS Capital is building a leading provider of urological services through an acquisition strategy.</p><p></p><p><i>
U.S. Urology Partners is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, disability or handicap, sex, marital status, veteran status, sexual orientation, genetic information, arrest record, or any other characteristic protected by applicable federal, state or local laws. Our management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment.</i></p></div>

People Operations Director

KeHE Distributors

<div>Why Work for KeHE?:
<ul><li>Full-time
</li><li>Pay Range: $79,300.00/Yr. - $116,270.00/Yr.
</li><li>Shift Days: , Shift Time:
</li><li>Benefits on Day 1
<ul><li>Health/Rx
</li><li>Dental
</li><li>Vision
</li><li>Flexible and health spending accounts (FSA/HSA)
</li><li>Supplemental life insurance
</li><li>401(k)
</li><li>Paid time off
</li><li>Paid sick time
</li><li>Short term &amp; long term disability coverage (STD/LTD)
</li><li>Employee stock ownership (ESOP)
</li><li>Holiday pay for company designated holidays</li></ul>
Overview:
<div>
At KeHE, we&rsquo;re obsessed with creating solutions, unboxing potential, and serving others &ndash; and it all starts with you. As an employee-owned distributor of natural and organic, specialty, and fresh products, we&rsquo;re committed to making a positive impact and scaling our success together. With a culture that fosters development and opportunity, you&rsquo;ll be embarking on a career that&rsquo;s moving forward. When you join KeHE, you&rsquo;re becoming part of a team that is a force for good.</div>
Primary Responsibilities:
<div>
The Human Resources Manager will serve as a strategic business partner and advisor to the Distribution Center leadership team in a dynamic and rapidly changing business environment. They will foster shared accountability for executing people and culture strategies aligned with key business priorities, enabling strong performance through a collaborative, team-oriented culture. Additional responsibilities, in partnership with key stakeholders, will include labor and staffing planning, new hire/new leader on-boarding, performance management process oversight, learning and development, employee engagement and retention, and maintenance of HR compliance through strong process and policy adherence. As a member of the HR Function, this individual will role model actions consistent with KeHE&rsquo;s Mission, Vision and Values.</div>
Essential Functions:
<div><div>DUTIES, TASKS AND RESPONSIBILITIES:</div><div><ul><li>Partners with management and talent acquisition to ensure strong execution of labor and staffing plans to meet situational and seasonal fluctuations of the business.</li><li>Ensures new hire training plans and protocols are in place and consistently executed for all new employees across hourly warehouse, transportation and leadership positions.</li><li>Acts as a thought partner and advisor to site leadership team on people impacts of business strategies to proactively anticipate and plan for positive outcomes.</li><li>Drives employee engagement and retention through proactive listening strategies, accessibility and floor presence, and routine survey administration and action planning.</li><li>Assists in leading and executing effective change management and communications at all levels within location to support continuous improvement and growth initiatives.</li><li>Ensures strong execution of all performance management related programs and processes for front line hourly workforce and exempt level/management team.</li><li>Guides and coaches people leaders to effectively deliver coaching and feedback to drive strong performance and results, including proper handling of underperformance.</li><li>Maintains positive employee relations and leads through effective issue resolution, to ensure fair, consistent, and equitable employment practices.</li><li>Supports a Safety First culture engaging actively in strategies to promote a clean and safe working environment and assisting in post-accident or near miss investigations and workers compensation claims management.</li><li>Role models and exhibits a firm commitment to KeHE&rsquo;s Civility Code and Keystone Leadership Habits enforcing the importance of delivering results the right way.</li><li>Ensures consistent, accurate and compliant execution of all HR employment practices and policies in alignment with state and federal requirements.</li><li>Maintains a heightened level of confidentiality in all communications and handling of personal and/or sensitive employee information to maintain trust, data integrity and compliance with relevant state and federal laws and regulations.</li><li>Acts as first point of contact to employees on KeHE health and wellness benefits, sick time and/or leave of absence management, and general employee assistance.</li><li>Oversees administration of employee on-boarding, off-boarding, and status changes ensuring a high level of data and process integrity, accuracy and timeliness.</li><li>Conducts management and employee training necessary to support various programs and initiatives, including oversight of annual compliance training.</li><li>Works collaborative with legal department to provide timely and accurate responses employment related claims or charges.</li><li>Other duties and projects as assigned.</li></ul></div></div>
Minimum Requirements, Qualifications, Additional Skills, Aptitude:
<div><div><div><div><div><div><div>
SKILLS, KNOWLEDGE AND ABILITIES:</div><div><ul><li>Contribute and support to the overall goals of the Human Resources Department.</li><li>Ability to deescalate and effectively resolve emotional and/or complex problems.</li><li>Application of strong situational judgment consistent with standards, practices, policies, procedures, regulation or government law.</li><li>Ability to effectively manage competing priorities under tight time constraints.</li><li>Ability to build strong trusting relationships across peers, region and corporate leadership, and frontline workforce coupled with the ability to be decisive is needed.</li><li>Ability to effectively communicate and present information, verbal and written and respond to questions in a manner appropriate to circumstance flexing style as needed.</li><li>Ability and willingness to travel to other KeHE facilities and/or headquarters for annual meetings and/or professional development opportunities.</li><li>Fluency in Spanish preferred, both written and verbal.</li></ul></div><div>
EDUCATION AND EXPERIENCE:</div><div><ul><li><br>
Bachelor's degree, preferably in HR, Business Administration and/or a related field.</li><li>Minimum of 3-5 years previous HR management experience, preferably within food service, retail, CPG, grocery or adjacent industry, with hourly/frontline workforce.</li><li>Minimum of 7 years of total HR or related experience overall.</li><li>PHR, SPHR preferred.</li><li>Knowledge of Microsoft Office and HRIS systems and software required.</li><li>Knowledge of employment law and other government compliance regulations required.</li></ul></div><div></div><div><div><div><div><div><div><div><br>
PHYSICAL REQUIREMENTS:</div><ul><li>
These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the job.</li></ul></div></div></div></div></div></div></div></div></div></div></div></div><div><div><div><div><div><div><div><div><div><div>
</div></div></div></div></div></div></div></div></div></div>
Requisition ID: 2026-29446 Equal Employer Opportunity Statement: KeHE Distributors provides equal employment opportunities to all employees and applicants for employment and prohibits all forms of discrimination and harassment on the basis of race, color, religion or faith, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training as well as the administration of all Human Resources and Talent Acquisition processes.</li></ul></div>

HR Manager - Operations

GEICO

<div><p><b>Why Join GEICO?</b></p><p></p><p>
At GEICO, we offer a rewarding career where your ambitions are met with endless possibilities.</p><p></p><p><br>
Every day we honor our iconic brand by offering quality coverage to millions of customers and being there when they need us most. We thrive on relentless innovation to exceed our customers' expectations while making a real impact on local communities nationwide.</p><p></p><p><br>
Founded in 1936, GEICO is a member of the Berkshire Hathaway family of companies and one of the largest auto insurers in the United States. When you join our company, we want you to feel valued, supported, and proud to work here. That's why we offer the GEICO Pledge: Great Company, Great Culture, Great Rewards, and Great Careers.</p><p></p><p><b>
Job Summary: </b>We are seeking a dynamic, forward-thinking learning leader to transform &amp; modernize our onboarding and learning programs for our operations call centers supporting Sales Service and Commercial.</p><p>
The role will focus on wholesale transformation of the existing new hire learning from traditional learning methods into innovative, learner - centric experiences that incorporate modern learning technologies, methodologies, and best practices.</p><p>
This leader will directly manage and develop a team of learning professionals, setting priorities, driving execution, and building organizational capability to support large-scale transformation. In addition, this role serves as a strategic partner to Sales, Service and Commercial Operations leadership, ensuring learning solutions are tightly aligned to business priorities, performance expectations, and evolving customer experience needs.</p><p><b>
Key Responsibilities:
</b></p><p><b>People Leadership &amp; Capability Building:</b></p><ul><li>
Lead, coach, and develop a team of instructional design professionals</li><li>
Establish clear performance expectations, development plans, and career growth opportunities for team members</li><li><b>
Drive a high-performance culture</b> focused on accountability, innovation, and continuous improvement</li><li><b>
Align team capacity to business priorities</b>, ensuring effective <b>allocation</b> of <b>resources</b> across transformation initiatives while balancing ongoing book of work for Operations</li><li><b>
Serve as a positive disruptor, challenging the status quo</b> to drive continuous improvement, innovation, and measurable business outcomes.</li></ul><p></p><p><b>
Collaboration and Stakeholder Engagement</b></p><ul><li>
Serve as a <b>primary learning partner to Operations leaders across Sales, Service, and Commercial</b> translating business strategies, performance gaps, and operational priorities into targeted learning solutions.</li><li><b>
Build strong, trust-based relationships</b> with <b>senior operations stakeholders</b> to <b>influence</b> <b>decisions</b>, <b>align</b> <b>priorities</b>, and ensure adoption of transformed learning models.</li><li>
Work closely with HR, learning and development, and other supporting department leaders and subject matter experts to ensure alignment between learning programs and organizational goals</li></ul><p></p><p><b>
Learning Transformation</b></p><ul><li><b>
Strategic Transformation Leadership:</b> Develop and execute a strategic vision for transiting from traditional learning approaches to a modern, learner-centric learning model that enhances engagement and retention.</li></ul><ul><li><b>
Redesign and Modernized New Hire Learning Programs:</b> Transform existing new hire learning programs using innovative learning techniques such as e-learning, blended learning, software simulations, microlearning &amp; gamification.</li><li><b>
Incorporate Modern Learning Technologies:</b> Leveraging digital development applications, virtual platforms, and AI driven tools to create engaging, interactive, and personalized learning experiences.</li></ul><ul><li><b>
Develop Learner-Centered Approaches:</b> Shift learning focus from trainer delivered to learner-centered models that promote engagement, self-paced learning, and real-world application.</li><li><b>
User Experience (UX) Design:</b> Collaborate with designers to ensure the learning experience is intuitive, engaging, and effective.</li><li><b>
Change Management:</b> Manage the cultural shift associated with the transformation, ensuring buy-in from all levels of the organization to facilitate smooth transitions to new learning practices.</li></ul><p></p><p><b>
Running Learning Like a Business</b></p><ul><li><b>
Operational Efficiency &amp; Data-Driven Decision Making:</b> Utilize analytics and feedback mechanisms to continuously measure and improve learning effectiveness, adjust programs, and demonstrate impact on new hire speed to competency &amp; seamless integration into the company culture.</li><li><b>
Create Scalable Learning Solutions:</b> Design learning programs that are scalable and adaptable across various teams, locations, roles within the organization,</li><li><b>
Achieve measurable business outcomes</b> by aligning training and development strategies to key operational metrics, driving improvements in performance, efficiency, and customer experience.</li><li><b>
Promote Continuous Learning:</b> Establish a culture of continuous learning by providing new hires with access to ongoing learning and development resources mentorship programs and opportunities beyond the new hire.</li><li><b>
Stay Current on Industry Trends:</b> Keep up to date with advancements in learning technology and trends in employee development continuously applying new concepts to improving the new hire learning experience</li></ul><p><b>
Qualifications
</b></p><ul><li>Bachelor's degree in instructional/graphic design, instructional technology, digital media design, user experience/user interface, learning and development or related fields</li></ul><ul><li>
Proven experience transforming and modernizing new hire learning programs in large-scale call center settings</li><li>
Strong knowledge of modern learning techniques including digital learning tools, instructional design, and learner experience design</li><li>
Proficiency using e-learning development software and virtual collaboration tools excellent project management skills with the ability to lead multiple initiatives sign simultaneously motivating teams to meet deadlines</li><li>
Strong analytical skills with experience using data to measure and enhance program effectiveness</li><li>
Outstanding communication and collaboration skills with ability to work cross functions and influence stakeholders at all levels</li><li>
Creative and forward-thinking mindset with a passion for innovation, positive disruption and learning and development</li><li>
Extensive software experience with expert proficiency in four or more tools: Articulate Storyline, HTML5, JavaScript, Adobe Creative Suite, Video/Audio production, Gamification Platforms.</li></ul><p><b>
Preferred</b></p><ul><li>
Experience researching, evaluating &amp; prototyping emerging technologies/approaches for potential application in learning</li><li>
Experience implementing AI driven- learning solutions, VR AR learning methods or other emerging technologies</li><li>
Experience designing for Millennial and Gen Z audiences with innovative solutions</li><li>
Insurance Industry Experience</li><li>
Operations Call Center Experience</li></ul><p></p><p><b>
#LI-EW1</b></p><p></p><p><b><br>
Annual Salary</b></p>
$113,775.00 - $212,175.00<p>
The above annual salary range is a general guideline. Multiple factors are taken into consideration to arrive at the final hourly rate/ annual salary to be offered to the selected candidate. Factors include, but are not limited to, the scope and responsibilities of the role, the selected candidate&rsquo;s work experience, education and training, the work location as well as market and business considerations.</p><br>
<p></p>
At this time, GEICO will not sponsor a new applicant for employment authorization for this position.<p><b><br>
The GEICO Pledge:</b></p><p></p><p><b>
Great Company:</b> Protecting customers through life&rsquo;s twists and turns with innovation and integrity.</p><p></p><p><b>
Great Careers:</b><b> </b>Personalized development programs, mentorship, and certification assistance.</p><p></p><p><b>
Great Culture:</b><b> </b>Inclusive and collaborative culture rooted in shared success.</p><p></p><p><b>
Great Rewards:</b><b> </b>Competitive pay, benefits, and flexibility to support your well-being and future.</p><p></p><p><br>
The equal employment opportunity policy of the GEICO Companies provides for a fair and equal employment opportunity for all associates and job applicants regardless of race, color, religious creed, national origin, ancestry, age, gender, pregnancy, sexual orientation, gender identity, marital status, familial status, disability or genetic information, in compliance with applicable federal, state and local law. GEICO hires and promotes individuals solely on the basis of their qualifications for the job to be filled.</p><p></p><p><br>
GEICO reasonably accommodates qualified individuals with disabilities to enable them to receive equal employment opportunity and/or perform the essential functions of the job, unless the accommodation would impose an undue hardship to the Company. This applies to all applicants and associates. GEICO also provides a work environment in which each associate is able to be productive and work to the best of their ability. We do not condone or tolerate an atmosphere of intimidation or harassment. We expect and require the cooperation of all associates in maintaining an atmosphere free from discrimination and harassment with mutual respect by and for all associates and applicants.</p></div>

Operations New Hire Transformation Lead, Director

Step Forward ABA

<div><p><b>Step Forward in Your Career: </b><b>Director of Human Resources</b></p><br>
<p></p>
<p><b>
About Us</b></p>
<p>
Step Forward ABA is committed to providing high-quality Applied Behavior Analysis (ABA) services that empower children and families to achieve meaningful outcomes. As we continue to grow across multiple states, we are seeking an experienced and strategic Director of Human Resources to lead our HR operations, support organizational growth, and foster a positive employee experience.</p><br>
<p></p>
<p><b>
Position Summary</b></p>
<p>
The Director of Human Resources is responsible for leading all aspects of Human Resources across a multi-state organization. This role serves as a strategic partner to leadership while overseeing day-to-day HR operations, including talent acquisition, employee relations, payroll, benefits administration, leave management, compliance, and policy development.</p>
<p>
The Director of Human Resources will lead and support the HR and Talent Acquisition teams, ensuring efficient and compliant HR practices while helping drive organizational success.</p><br>
<p></p>
<p><b>
Essential Duties and Responsibilities</b></p>
<p><b>
Leadership &amp; Team Management</b></p>
<ul>
<li>Oversee, mentor, and support Human Resources and Talent Acquisition team members, including coaching, training, workload management, and professional development.</li>
</ul><ul><li>Establish departmental priorities and implement process improvements to enhance efficiency and employee experience.</li>
</ul><ul><li>Partner with executive leadership to develop and implement HR strategies that support organizational goals and growth initiatives.</li>
</ul><ul><li>Analyze HR metrics and trends to support workforce planning and decision-making.</li>
</ul>
<p><b>Talent Acquisition &amp; Onboarding</b></p>
<ul>
<li>Oversee and support all recruitment efforts, including job postings, candidate screening, interviews, background checks, and offer management.</li>
</ul><ul><li>Lead and support Talent Acquisition staff to ensure hiring goals are achieved.</li>
</ul><ul><li>Oversee onboarding processes to ensure a positive and compliant new hire experience.</li>
</ul><ul><li>Maintain and improve recruitment, onboarding, and retention strategies.</li>
</ul>
<p><b>Employee Relations &amp; Performance Management</b></p>
<ul>
<li>Serve as the primary point of contact for employee relations matters and provide leadership, mentorship, and guidance to HR team members in managing workplace concerns, investigations, performance issues, disciplinary actions, conflict resolution, and terminations.</li>
</ul><ul><li>Partner with supervisors and leadership to address employee concerns and support effective performance management practices.</li>
</ul><ul><li>Oversee corrective action processes, including coaching, written warnings, performance improvement plans (PIPs), and terminations.</li>
</ul><ul><li>Ensure consistent application of company policies and employment practices.</li>
</ul>
<p><b>Payroll &amp; HR Administration</b></p>
<ul>
<li>Oversee and process multi-state payroll operations for hourly and salaried employees.</li>
</ul><ul><li>Ensure accurate processing of compensation changes, bonuses, reimbursements, mileage, and payroll adjustments.</li>
</ul><ul><li>Conduct payroll audits and resolve payroll-related issues.</li>
</ul><ul><li>Oversee HRIS administration and employee data management, ensuring accuracy and compliance.</li>
</ul>
<p><b>Benefits &amp; Leave Administration</b></p>
<ul>
<li>Manage employee benefit programs, including medical, dental, vision, life insurance, disability, retirement, and supplemental benefits.</li>
</ul><ul><li>Coordinate benefit enrollments, qualifying life event changes, and annual open enrollment.</li>
</ul><ul><li>Partner with brokers and vendors on benefit renewals, negotiations, and plan administration.</li>
</ul><ul><li>Oversee the administration and compliance of multi-state leave programs, ensuring adherence to federal, state, and local regulations related to FMLA, paid family and medical leave, paid sick leave, and other protected leave entitlements.</li>
</ul><ul><li>Manage ADA accommodation requests and support the interactive process.</li>
</ul>
<p><b>Compliance &amp; Risk Management</b></p>
<ul>
<li>Ensure compliance with federal, state, and local employment laws across all operating states.</li>
</ul><ul><li>Monitor changes in employment laws and implement necessary policy and procedural updates.</li>
</ul><ul><li>Oversee OSHA compliance and workplace safety initiatives.</li>
</ul><ul><li>Manage workers' compensation and L&amp;I claims, including claim administration and return-to-work coordination.</li>
</ul><ul><li>Respond to unemployment claims and participate in hearings when necessary.</li>
</ul>
<p><b>Policies, Procedures &amp; Organizational Development</b></p>
<ul>
<li>Develop, maintain, and update employee handbooks, policies, procedures, forms, and HR templates.</li>
</ul><ul><li>Ensure policies remain compliant with changing regulations and organizational needs.</li>
</ul><ul><li>Support organizational growth initiatives, acquisitions, integrations, and change management efforts.</li>
</ul><ul><li>Develop and facilitate HR-related training programs for supervisors and employees.</li></ul><br>
<p></p>
<p><b>
Qualifications</b></p>
<p><b>
Required</b></p>
<ul>
<li>Bachelor's degree in Human Resources, Business Administration, or related field, or equivalent combination of education and experience.</li>
</ul><ul><li>5+ years of progressive Human Resources leadership experience.</li>
</ul><ul><li>Experience managing HR functions across multiple states.</li>
</ul><ul><li>Strong knowledge of federal and state employment laws, employee relations, payroll, benefits administration, leave management, and compliance.</li>
</ul><ul><li>Experience leading and developing HR and/or Talent Acquisition teams.</li>
</ul><ul><li>Excellent communication, organizational, problem-solving, and interpersonal skills.</li>
</ul>
<p><b>Preferred</b></p>
<ul>
<li>SHRM-CP, SHRM-SCP, PHR, or SPHR certification.</li>
</ul><ul><li>Experience in healthcare, behavioral health, ABA, or multi-site service organizations.</li>
</ul><ul><li>Experience supporting rapid organizational growth and acquisitions.</li></ul><br>
<p></p>
<p><b>
Compensation &amp; Benefits</b></p>
<p>
Step Forward ABA offers a competitive compensation and benefits package designed to support the well-being and professional growth of our employees, including:</p>
<ul>
<li>Competitive salary commensurate with experience.</li>
</ul><ul><li>Paid Time Off (PTO)</li>
</ul><ul><li>Paid Holidays</li>
</ul><ul><li>401(k) Retirement Plan with Company Match</li>
</ul><ul><li>Medical Insurance</li>
</ul><ul><li>Dental Insurance</li>
</ul><ul><li>Vision Insurance</li></ul></div><p></p>

Director or Human Resources

RTS Fashion LLC

<p>Job Summary</p><p>We are seeking a highly organized and proactive HR/Admin &amp; Personal Secretary to provide comprehensive human resources, administrative, and executive support. The ideal candidate will be responsible for managing HR operations, overseeing office administration, and providing confidential personal assistance to the Managing Director while ensuring smooth day-to-day business operations.</p><p><b>Key Responsibilities:</b></p><p><b>Human Resources (HR)</b></p><ul><li>Manage recruitment activities, including job postings, candidate screening, interview coordination, and onboarding.</li><li>Maintain and update employee records and HR databases.</li><li>Monitor employee attendance, leave records, and timesheets.</li><li>Coordinate employee insurance, visa, and medical requirements.</li><li>Ensure compliance with labor laws, company policies, and HR procedures.</li><li>Support employee engagement and performance management activities.</li></ul><p><b>Administration</b></p><ul><li>Oversee daily office administration and ensure efficient office operations.</li><li>Manage office supplies, equipment, and vendor relationships.</li><li>Coordinate facility maintenance and office housekeeping services</li><li>Maintain company records and ensure proper document control.</li></ul><p><b>Personal Secretary to Managing Director</b></p><ul><li>Manage the Managing Director's calendar, appointments, meetings, and travel arrangements.</li><li>Prepare meeting agendas, take minutes, and follow up on action items.</li><li>Draft, review, and manage confidential correspondence and reports.</li><li>Coordinate personal and business-related tasks as assigned.</li><li>Maintain strict confidentiality regarding company and executive matters.</li></ul><p><b>Qualifications &amp; Skills</b></p><ul><li>Bachelor's degree in human resources, Business Administration, or a related field.</li><li>3&ndash;5 years of experience in HR, administration, and executive support roles.</li><li>Strong knowledge of labor laws and HR best practices.</li><li>Excellent verbal and written communication skills.</li><li>Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook).</li><li>Strong organizational, multitasking, and time-management skills.</li><li>Ability to handle confidential information with discretion and professionalism.</li><li>Strong interpersonal and problem-solving abilities.</li></ul><p><b>Preferred Attributes</b></p><ul><li>Professional appearance and demeanor.</li><li>Ability to work independently and prioritize tasks effectively.</li><li>Attention to detail and accuracy.</li><li>Flexible, proactive, and capable of handling multiple responsibilities simultaneously.</li></ul><p><b>Reporting To:</b> Managing Director</p><p>Pay: Up to AED6,000.00 per month</p><p>Work Location: In person</p>

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