human resources generalist

human resources business partner Jobs in New York

human resources business partner

administrative business partner - security Jobs in New York

associate human resources business partner (hrbp) Jobs in New York

associate manager, business lead Jobs in New York

associate manager, business lead

senior hr business partner

The Walt Disney Company

<div>
 At Disney Entertainment Television (DET), you&rsquo;ll help us tell stories that touch millions of people around the globe and find new ways for us to connect with the world. The HR Specialist performs various responsibilities within a framework set by HR leadership and the local client to support our service delivery model.
 
 
 This role will be in collaboration with the clients, HR specialty groups, Employee Relations, and other HR Business Partners! You will be a trusted partner, proactively anticipating business needs to be able to support our team, leaders, and the clients we support. By partnering with our clients to build and implement innovative business strategies. By being a true thought partner and proactively anticipating business cycles. By encouraging leadership success and being experts in change management. By enabling thoughtful decisions by leveraging business data, metrics, and external market insights.
 
 
 This position reports to the Manager, HR Buisness Partner.
 
 
 This is a full-time role.
 
 
 
 What You Will Do
 
 
 
 <ul>
 <li>
 Provide support to clients by partnering on HR processes, procedures, and day to day performance management guidance and integrating appropriate centers of excellence (COE) partners as necessary.
 </li>
 <li>
 Support a fast-paced, dynamic environment by effectively managing a high volume of inquiries and collaborating with colleagues, partners and stakeholders to resolve matters, while gaining exposure to various aspects of the HR role.
 </li>
 <li>
 Works closely with HRBP team, managers and employees to improve work relationships, build morale, increase productivity and retention.
 </li>
 <li>
 Assist in the consistent application, implementation, and improvement of HR policies, processes, and programs (e.g., merit and promotion planning, performance calibration, performance management, employee relations, career development, headcount planning, etc.)
 </li>
 <li>
 Demonstrates a working knowledge of the business and provide HR solutions to business priorities with guidance from senior team members.
 </li>
 <li>
 Help implement and administer HR policies and procedures and assist in their dissemination through various employee communications.
 </li>
 <li>
 Work with HR Specialist: administer and evaluate onboarding and off-boarding processes end to end, including recommending and implementing process improvements to enhance the overall experience. Liaise with partners such as production finance, GHRO and Payroll as needed.
 </li>
 <li>
 Perform HR transactional services as needed.
 </li>
 <li>
 Assist with labor relations, leaders, employees to ensure compliance with collective bargaining agreements and addressing union related matters effectively.
 </li>
 <li>
 Adapt quickly to changing demands and production schedules, maintain a high level of productivity and organization.
 </li>
 <li>
 Run and utilizes reports and talent dashboards that measure talent efforts for future changes or decisions.
 </li>
 <li>
 Handles correspondence with clients focused on Director and below leaders
 </li>
 <li>
 Seek guidance as needed
 </li>
 <li>
 Participates in special projects as assigned
 
 
 </li>
 </ul>
 
 Qualifications &amp; Skills
 
 
 
 <ul>
 <li>
 Experience interacting effectively with all organizational levels in a multicultural environment and building strong, trusted relationships.
 </li>
 <li>
 Experience using sound judgment to identify and anticipate client needs and make recommendations for implementation.
 </li>
 <li>
 Experience demonstrating strong interpersonal and communication skills, both written and verbal.
 </li>
 <li>
 Experience applying analytical skills to interpret data, identify trends, and recommend multiple solutions.
 </li>
 <li>
 Experience managing multiple and competing priorities simultaneously.
 </li>
 <li>
 Experience working independently with a moderate level of guidance and direction.
 </li>
 <li>
 Experience functioning effectively in a matrixed, fast-paced environment.
 
 
 </li>
 </ul>
 
 Preferred Qualifications &amp; Skills
 
 
 
 <ul>
 <li>
 Experience in HR using systems such as Workday and/or SAP
 </li>
 <li>
 Experience and exposure to a variety of HR facets, including organization development, employee relations, talent acquisition, learning &amp; development, and compensation.
 </li>
 <li>
 Experience directly supporting clients
 </li>
 <li>
 Project management experience
 </li>
 <li>
 Experience advising on HR programs to support client needs
 </li>
 <li>
 Experience utilizing Excel
 
 
 </li>
 </ul>
 
 Education
 
 
 
 <ul>
 <li>
 High school diploma or equivalent is required
 </li>
 <li>
 Degree in Business Management, Human Resources Management, related field, or equivalent experience is preferred
 
 
 </li>
 </ul>
 
 Additional Information
 
 
 
 Benefits and Perks: Disney offers a rewards package to help you live your best life. This includes health and savings benefits, educational opportunities and special extras that only Disney can provide. Learn more about our benefits and perks at https://jobs.disneycareers.com/benefits.
 
 
 #DisneyCommsCareers #DisneyHR #DXMedia
 
 
 The hiring range for this position in New York, NY is $91,300.00-$111,500.00 per year. The base pay actually offered will take into account internal equity and also may vary depending on the candidate&rsquo;s geographic region, job-related knowledge, skills, and experience among other factors. A bonus and/or long-term incentive units may be provided as part of the compensation package, in addition to the full range of medical, financial, and/or other benefits, dependent on the level and position offered.
 
 
</div>

Associate Human Resources Business Partner (HRBP)

EPIC Insurance Brokers & Consultants

<div>
 
 
 Come join our team!
 
 
 
 
 There are many reasons why EPIC Insurance Brokers &amp; Consultants has become one of the fastest-growing firms in the insurance industry. Fueled and driven by capable, committed people who share common beliefs and values and &ldquo;bring it&rdquo; every day, EPIC is always looking for people who have &ldquo;the right stuff&rdquo; &ndash; people who know what they want and aren&rsquo;t afraid to make it happen.
 
 
 
 
 Headquartered in San Francisco and founded in 2007, our company has over 3,000 employees nationwide. With locations spread out across the U.S., our local market knowledge and industry expertise helps support our clients' regional and global needs. We have grown very quickly since our founding, and we continue to see growth and success thanks to our hard-working and growth-minded employees.&nbsp;
 
 
 
 
 Our core values are: Owner mindset, Inspire trust, Think big, and Drive results. If these values and growth align with what you're looking for in your next career? Then consider joining our amazing team!
 
 
 
 
 &nbsp;
 
 
 
 
 
 JOB OVERVIEW:
 
 
 
 
 
 
 Summary:
 
 
 
 
 
 
 At EPIC, HR is more than just solving people problems. It&rsquo;s having a seat at the table, partnering with business leaders, and delivering results to drive organizational growth.
 
 The
 
 Human Resources Business Partner
 
 (HRBP) will use their outstanding people skills to lead, plan, and direct our talent policies and activities. The HRBP will drive employee engagement and foster a thriving culture by developing and supporting programs throughout the employee lifecycle. This role ensures that our human resources programs and initiatives are effective, efficient, and aligned with overall business objectives and talent strategy. &nbsp;
 
 
 
 
 
 Location:
 
 This is a HYBRID role - qualified candidates must be able &amp; willing to work
 
 3 days a week
 
 from any of our following offices: Atlanta (Sandy Springs) GA, Greenwich CT, Melville NY, New York City NY, or Summit NJ.
 
 
 
 &nbsp;
 
 
 
 
 WHAT WE&rsquo;RE LOOKING FOR:
 
 
 
 
 
 <ul>
 <li>
 
 
 REQUIRED:
 
 Current experience working in an HRBP / HR Generalist role, with at least 3+ years of employee relations &amp; performance management experience.
 
 </li>
 <li>
 
 Strong communicator (both written and verbal communication) who enjoys providing top-notch customer service to internal stakeholders from all levels of the organization.
 
 </li>
 <li>
 
 High attention to detail and ability to learn and work in software systems.
 
 </li>
 <li>
 
 Strong problem-solvers - able to lean into challenges and collaborate to come up with positive solutions.
 
 </li>
 <li>
 
 HR professionals eager to learn and grow! Willing to be a sponge to learn the "EPIC Way" and then put what they've learned into practice to best serve the business.
 
 </li>
 </ul>
 
 &nbsp;
 
 
 
 
 WHAT YOU&rsquo;LL DO:
 
 
 
 
 
 A detailed list of job duties includes (but is not limited to):
 
 
 <ul>
 <li>
 
 Assist business leaders of their designated population with retaining and developing talent.
 
 </li>
 <li>
 
 Drive HR programs across employee populations.
 
 </li>
 <li>
 
 Provide business unit with cost parameters associated with hiring, training, and retaining top talent.
 
 </li>
 <li>
 
 Participate in developing department goals and objectives.
 
 </li>
 <li>
 
 Develop new job descriptions with managers and amend existing ones to reflect business needs and for the purpose of ensuring FLSA status, clarity for recruitment and talent development Assist managers with mitigating conflicts.
 
 </li>
 <li>
 
 Ensure compliance with laws and regulations by working directly with managers and employees, providing guidance and interpretation of employment laws and regulations relevant to daily operations.
 
 </li>
 <li>
 
 Partner with Centers of Excellence for HR analytics, technology, and career development opportunities.
 
 </li>
 <li>
 
 Monitor the business and talent using a variety of KPIs and present relevant data to business leaders.
 
 </li>
 <li>
 
 Administer and provide guidance for the performance evaluation program.
 
 </li>
 <li>
 
 Provide advice and guidance on employee relations issues, progressive discipline, and documentation requirements. Manage employee relations cases from start to end, providing guidance in confidential situations and escalation to HRD/VP of HR.
 
 </li>
 <li>
 
 Educate and support management on employee relations and employee performance issues.
 
 </li>
 <li>
 
 Work with leadership to develop and monitor the organization's culture and support initiatives.
 
 </li>
 <li>
 
 Promote positive employee relationships through communication and interpretation of HR policies.
 
 </li>
 </ul>
 
 
 Key Competencies:
 
 
 <ul>
 <li>
 
 
 Relationship Building
 
 &ndash; Develops effective long-term professional interactions with others based on trust: trust that they will always work toward the best interest of those involved and that they are sufficiently competent to provide positive results.
 
 </li>
 <li>
 
 
 Collaboration and Teamwork
 
 &ndash; Works interdependently and collaboratively with others to achieve mutual goals. They subordinate individual aims in the interest of working with others in a way that promotes and encourages each person&rsquo;s contributions toward achieving optimal outcomes.
 
 </li>
 <li>
 
 
 Effective Communication
 
 &ndash; Provides the information required by others in a concise, direct, and unambiguous way. They strive to ensure that the receiver clearly understands the specifics of their message, and they can listen to, receive, and understand messages conveyed by others.
 
 </li>
 <li>
 
 
 Professionalism
 
 &ndash; Meticulously adhere to values such as courtesy, respect, honesty, and responsibility in all dealings with peers, managers, customers, partners, members of the community, and other stakeholders.
 
 </li>
 <li>
 
 
 Leading Change
 
 &ndash; Effectively creates a vision for change and engages others to align, participate and implement the change process.
 
 </li>
 <li>
 
 
 Fact-Based Management
 
 &ndash; Views the organization as an open system, able to synthesize information from diverse sources, come to conclusions, and make decisions that are rational and based on sound evidence.
 
 </li>
 <li>
 
 
 Continuous Learning
 
 &ndash; Takes responsibility for their own learning and professional development. They are objectively aware of the knowledge and skills required to grow in their career, actively seek out professional development resources to address knowledge and skills needs and exhibit the personal discipline to accomplish learning goals.
 
 </li>
 </ul>
 
 
 &nbsp;
 
 
 
 
 
 WHAT YOU&rsquo;LL BRING:&nbsp;
 
 
 
 <ul>
 <li>
 
 A Bachelor&rsquo;s degree in human resources or a related field is preferred, but we will also consider candidates with equivalent experience in human resources.
 
 </li>
 <li>
 
 SHRM- SCP, SPHR and other HR related professional certifications are preferred.
 
 </li>
 <li>
 
 Minimum 3+ years working and developing within an HR Business Partner or Generalist role
 
 </li>
 <li>
 
 Workforce development, culture alignment and integration experience
 
 </li>
 <li>
 
 Excellent employee issue resolution skills and conflict management skills desired
 
 </li>
 <li>
 
 Ability to develop and maintain constructive relationships with senior leaders from all functional backgrounds.
 
 </li>
 </ul>
 
 &nbsp;
 
 
 
 
 
 COMPENSATION:
 
 
 
 
 
 
 The national average salary for this role is $80,000 - 95,000 in base pay and exclusive of any bonuses or benefits. The base pay offered will be determined based on your experience, skills, training, certifications and education, while also considering internal equity and market data.
 
 
 
 &nbsp;
 
 
 
 
 WHY EPIC:
 
 
 
 
 
 EPIC has over 60 offices and 3,000 employees nationwide &ndash; and we&rsquo;re growing! It&rsquo;s a great time to join the team and be a part of this growth. We offer:
 
 
 <ul>
 <li>
 
 Generous Paid Time off
 
 <ul>
 <li>
 
 Managed PTO for salaried/exempt employees (personal time off without accruals or caps); 22 PTO days starting out for hourly/non-exempt employees; 12 company-observed paid holidays; 4 early-close days
 
 </li>
 </ul>
 </li>
 <li>
 
 Generous leave time options: Paid parental leave, pregnancy disability and bonding leave, and organ donor/bone marrow donor leave
 
 </li>
 <li>
 
 Generous employee referral bonus program of $1,500 per hired referral
 
 </li>
 <li>
 
 Employee recognition programs for demonstrating EPIC&rsquo;s values plus additional employee recognition awards and programs (and trips!)
 
 </li>
 <li>
 
 Employee Resource Groups: Women&rsquo;s Coalition, EPIC Veterans Group
 
 </li>
 <li>
 
 Professional growth &amp; development: Mentorship Program, Tuition Reimbursement Program, Leadership Development
 
 </li>
 <li>
 
 Unique benefits such as Pet Insurance, Identity Theft &amp; Fraud Protection Coverage, Legal Planning, Family Planning, and Menopause &amp; Midlife Support
 
 </li>
 <li>
 
 Additional benefits include (but are not limited to): 401(k) matching, medical insurance, dental insurance, vision insurance, and wellness &amp; employee assistance programs
 
 </li>
 <li>
 
 50/50 Work Culture: EPIC fosters a 50/50 culture between producers and the rest of the business, supporting collaboration, teamwork, and an inclusive work environment. It takes both production and service to be EPIC!
 
 </li>
 <li>
 
 EPIC Gives Back &ndash; Some of our charitable efforts include Donation Connection, Employee Assistance Fund, and People First Foundation
 
 </li>
 <li>
 
 We&rsquo;re in the top 10 of property/casualty agencies according to &ldquo;Insurance Journal&rdquo;
 
 </li>
 </ul>
 
 
 To learn more about EPIC, visit our Careers Page:&nbsp;https://www.epicbrokers.com/about/epic-careers/.&nbsp;
 
 
 
 &nbsp;
 
 
 
 
 EPIC embraces diversity in all its various forms&mdash;whether it be diversity of thought, background, race, religion, gender, skills or experience. We are committed to fostering a work community where every colleague feels welcomed, valued, respected and heard. It is our belief that diversity drives innovation and that creating an environment where every employee feels included and empowered, helps us to deliver the best outcome to our clients.&nbsp;
 
 
 
 
 
 California Applicants - View your privacy rights at: https://www.epicbrokers.com/wp-content/uploads/2025/01/epic-ca-employee-privacy-notice.pdf.&nbsp;
 
 
 
 
 Massachusetts G.L.c. 149 section 19B (b) requires the following statement: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.&nbsp;
 
 
 
 &nbsp;
 
 
 
 
 
 
 
 
 
 
 (3364)
 
 
 &nbsp;
 
</div>

Human Resources Business Partner

Nexxen

<div>Who is Nexxen?
 
Flexible advertising, unified by data. Nexxen empowers advertisers, agencies, publishers and broadcasters around the world to utilize data and advanced TV in the ways that are most meaningful to them. Our flexible and unified technology stack comprises a demand-side platform (&ldquo;DSP&rdquo;) and supply-side platform (&ldquo;SSP&rdquo;), with the Nexxen Data Platform at its core.
Why join the Nexxen team?
 
With a global footprint, you can be part of a team that is transforming advertising through our creative, flexible and unified solutions. Employees hustle, commit and dedicate themselves to pillars that make up the Nexxen Way &ndash; the 3Cs - Customer Centric, Curious Mindset, Collaborative with No Ego.
Important Notice from Nexxen: Your Safety Matters
At Nexxen, we care about the well-being of our current and future employees. We are aware of the growing number of online scams and fraudulent job postings, and we urge all job seekers to remain vigilant. Please be advised that Nexxen will never request payment (whether in cash, cryptocurrency, or any other form) as a condition of employment, offer positions that require you to invest in vague or dubious financial schemes, or promote roles that resemble get-rich-quick opportunities. If you receive a suspicious message claiming to be from Nexxen or encounter a questionable job posting associated with our name, please contact us at infosec@nexxen.com to verify its legitimacy. Your trust is important to us. Stay safe and informed.
Nexxen Fraud Alert and Notice: Protect Yourself from Impersonation and Fraudulent Activity
Position Overview:
Join Nexxen as a dynamic HR Business Partner and be a pivotal part of our journey in the dynamic AdTech market. As an integral member of our team, you will collaborate closely with leaders and employees, contributing to the development and implementation of HR strategies that directly impact our business objectives and foster an empowering workplace environment. The HR Business Partner is responsible for solving organizational challenges through people-related solutions. You&rsquo;ll partner with a cross-functional group of subject-matter experts to design and execute strategies for how we staff, onboard, develop, motivate, retain, and organize work. You'll also have the opportunity to collaborate internally on a variety of people-related areas. In this role, you will create and refine existing programs that support Nexxen people managers and individual contributors. You will report to the Vice President, People based in NYC.
What You&rsquo;ll Do:<ul><li>Build relationships with business leaders to offer thought leadership on organizational and people-related strategy and execution within the office and with assigned client groups.</li><li>Use and request data strategically. Identify and surface trends in both qualitative and quantitative data to help improve organizational health, understand when data will assist in making smart, informed decisions, and interpret complex analyses and tie analyses back to business priorities.</li><li>Solve problems and get to the root cause of any issue. Design and quickly implement solutions that cut across multiple disciplines, even those beyond people and organizational solutions.</li><li>Provide expertise in the following areas: career planning, performance management, coaching, data analysis, compensation and rewards, employee relations, learning and development, recognition programs, and strategic development.</li><li>Provide support in all areas of HR and to all levels of Nexxen employees, ensuring white glove customer service.</li><li>Drive all cyclical processes within your business areas, maintaining global consistency with other regional business partners.</li><li>Build knowledge of best practices and regulatory changes in HR and employment law for business area and jurisdiction.</li><li>Oversees employee disciplinary meetings, terminations, and investigations. Conducting end to end internal investigations; prepare thorough summation of findings and recommendations on outcomes.</li><li>Maintain compliance with federal, state, and local employment laws and regulations, and recommend best practices; review policies and practices to maintain compliance.</li><li>Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, and employment law.</li><li>Work closely and build strong partnerships with internal HR stakeholders.</li></ul> 
What will I bring?<ul><li>A minimum of 3 years of progressive HR Business Partner experience.</li><li>Extensive experience in handling employee relation issues within North America.</li><li>Experience in owning, driving and executing HR projects and strategic initiatives.</li><li>Experience in creating departmental business plans and overseeing the success of them in partnership with the business.</li><li>Able to interact effectively and professionally with all levels of personnel, including leadership.</li><li>Ability to manage multiple, shifting priorities in a high-demand, fast-paced environment and prioritize, plan and execute on complicated assignments in a timely and efficient manner.</li><li>Ability to function independently as well as work within a team.</li><li>Ability to exercise appropriate judgment, confidentiality, and discretion.</li><li>Excellent oral and written communication, presentation skills.</li><li>Excellent interpersonal and organizational skills.</li><li>Must be highly proficient in Microsoft Office Suite (Excel, PowerPoint, Word, Outlook, etc.).</li></ul> 
Preferred Qualifications:<ul><li>Enthusiastic, courteous, reliable, adaptable, and flexible.</li><li>Self-directed and detail oriented, with strong analytical, problem solving and creative thinking skills.</li><li>Experience in partnering with Operations, Product and Technology business areas with Advertising Technology.</li><li>Bachelor&rsquo;s degree in psychology, business administration, communications, or related field.</li></ul>
At Nexxen, we value our differences, varied experiences, and collective contribution. We know that not everyone takes the same career path, so if you don&rsquo;t match this job description perfectly, don&rsquo;t worry! We would rather see your application than risk missing out on your potential to make an impact.
In support of pay transparency and equity, the minimum and maximum full-time annual base salary for this role is $95,000-120,000 at the time of posting. While this is our reasonable expectation this is not a guarantee of compensation or salary, actual compensation is influenced by a wide range of factors including but not limited to skill set, level of experience, education, certifications, responsibility, and geographic location. Candidates hired to work in other locations will be subject to the pay range associated with that location. We offer a variety of benefits including medical, dental, vision, disability insurance, 401(k), EAP, parental leave, unlimited vacation, and company-paid holidays. The specific programs and options available will vary depending on the state, start date, and employment type. Our Talent Acquisition team will be happy to answer any questions you may have.
#HYBRID
#LI-KH1
For information about how we handle your personal information please view our Applicant and Candidate Privacy Notice</div>

Human Resource Business Partner

Prosegur

<div>Human Resources Business Partner 
Recruiting:<ul><li>
Collaborate with Operations to determine hiring needs</li><li>
Post and manage all job postings for assigned area</li><li>
Facilitate weekly local hiring events</li><li>
Partner with Operations to interview and facilitate the hiring of qualified job applicants for open positions</li><li>
Partner with local community organizations to create and support talent pipeline</li></ul>
Onboarding:<ul><li>
Conduct background checks and drug tests for hire. Follow up and track results. Report anomalies to Regional HRBP Manager for further guidance.</li><li>
Perform weekly new hire orientation, including uniform issuance, benefits enrollment assistance, union questions, etc.</li><li>
Process onboarding documents, ensuring new hire paperwork is complete and correct. Ensure Operations has necessary new hire information to schedule training and post assignments</li><li>
Employee Relations/Compliance:</li><li><ul><li>
Establish and maintain positive and productive working relationship with managers and employees</li><li>
Act as the first point of contact employee&rsquo;s people operations questions, referring complex matters to Region HRBP Manager</li><li>
Partner with Region HRBP Manager employee relations issues from applicants, employees, and supervisors</li><li>
Provide day to day advice and guidance to location management on Prosegur policies and people practices ensuring fair, consistent and legally defensible treatment of employees</li><li>
Gather necessary information/documentation and submit to Region HRBP Manager for employee terminations, suspensions, demotions, disciplinary actions and reductions in force to ensure compliance with federal and state laws, and consistent application of internal policies, procedures, and acceptable management practices</li><li>
Conduct exit interviews for hourly employees. Provide feedback to Corp HR and senior leadership as appropriate</li></ul></li><li><ul><li>
Ensure all data associated with pay changes, promotions, new hire, transfers and terminations is inputted timely, accurate and up to date</li></ul></li><li><ul><li>
Maintain and oversees employee files</li><li>
Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices; review policies and practices to maintain compliance.</li><li>
Ensure compliance with corporate policies, government regulations and statutory requirements</li></ul></li><li>
Requirements:</li><li><ul><li><ul><li>
High School Diploma/GED Equivalent</li><li>
Positive, solution focused attitude</li><li>
Excellent verbal and written communication skills</li><li>
Excellent interpersonal skills</li><li>
Excellent organizational skills and attention to detail</li><li>
Excellent time management skills with a proven ability to meet deadlines</li><li>
Strong analytical and problem-solving skills</li><li>
Ability to act with integrity, professionalism, and confidentiality</li><li>
Thorough knowledge of employment-related laws and regulations</li><li>
Proficient with Microsoft Office Suite or related software.</li><li>
Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.</li></ul></li><li><ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field preferred</li><li>
At least two years of Human Resource management experience preferred</li><li>
SHRM-CP a plus</li></ul></li><li><ul><li>
Travel up to 10%, including overnight trips</li></ul></li><li><ul><li>
Prolonged periods of sitting at a desk and working on a computer.</li><li>
Must be able to lift 15 pounds at times.</li></ul></li></ul></li></ul>
This position will be based out of our New York City, NY Office. 
#NER123 
At Prosegur, we make our world safer by taking care of people and businesses while remaining at the forefront of innovation. Every day, we work to secure what our clients value most, from their families to their assets, from their reputation to their networks, and from their money to their cloud. As the 3rd largest security services provider, our 175k+ team members in 36 countries combine and adapt global best practices to match the unique nature of each market we serve and partner with Electronic Security, Global Risk Services, CyberSecurity, and Remote Services (iSOC) divisions to create meaningful &lsquo;Hybrid Security' solutions for Prospects.</div>

Women In Need

<div><div>Title of Position: AVP, HRBPs - [Hybrid]</div><div>
FLSA Status: Exempt</div><div>
Department: People &amp; Culture (PC)</div><div>
Reports to: EVP, Chief People &amp; Culture Officer</div><div>
Positions reporting on this position: Human Resources Business Partners (HRBP)</div><div>
Salary: $165k - $185k</div><div></div> 
Purpose of the Opportunity:<div>
Win is a leader and the largest provider of shelter, supportive housing, and groundbreaking programs in New York City&mdash;and the country&mdash;for families with children who are experiencing housing insecurity. Our innovative Way to Win model is a multifaceted approach to addressing the barriers to stable housing by providing essential services such as childcare, employment support, legal aid, high-impact youth programs, and housing assistance. Win seeks committed individuals who are strongly aligned with our mission to end housing instability, providing families with innovative support services to secure permanent housing.</div><div></div><div> 
Win&rsquo;s People &amp; Culture team recognizes that investing in our workforce is vital to our mission of ending the homelessness crisis and achieving excellence in our daily impact. We strive to attract and retain exceptional talent through comprehensive pathways to professional growth and career advancement.</div><div></div> 
Role Summary:<div>
The AVP, Human Resources Business Partners is a senior operational leader responsible for stabilizing, standardizing, and strengthening the HRBP function across Win. This role owns the quality, consistency, and impact of all HRBP work, including employee relations, investigations, performance management, corrective actions, labor relations, culture advocacy as well as the tracking and analytics to ensure the work is data informed based on historic trends for future application. The AVP ensures HRBPs operate with sound judgment, analytical rigor, and alignment to organizational risk tolerance. This is a hands-on leadership role in a complex, partially unionized, high-volume environment. Success requires decisiveness, strong escalation judgment, comfort with conflict, and the ability to the structure for optimum performance.</div><div></div> 
Core Responsibilities<div>
HRBP Function Leadership &amp; Accountability</div><div><ul><li>
Lead, manage, and hold HRBPs accountable for timely, high-quality execution of employee relations, investigations, and performance management.</li><li>
Establish and enforce standard operating expectations, including case documentation standards, investigation protocols, escalation thresholds, and manager communication practices.</li><li>
Conduct regular case reviews, quality audits, and performance feedback for HRBPs.</li><li>
Identify capability gaps and drive targeted coaching, training, or corrective action within the HRBP team.</li></ul></div><div></div><div> 
Employee &amp; Labor Relations Oversight</div><div><ul><li>
Serve as the senior review and approval authority for suspensions, Last Chance Agreements, Performance Improvement Plans, high-risk disciplinary actions and terminations.</li><li>
Partner with program and functional leadership to resolve complex ER issues while managing organizational risk.</li><li>
Provide guidance on Collective Bargaining Agreement interpretation and enforcement.</li><li>
Identify grievance trends, recurring manager issues and systemic risks; recommend corrective strategies.</li></ul></div><div></div><div> 
Investigations Governance</div><div><ul><li>
Determine the investigation framework, standards, and decision criteria across the organization.</li><li>
Personally lead or intervene in high-risk, high-visibility, or legally sensitive investigations as needed.</li><li>
Ensure investigations are timely, well-documented, legally sound, and consistently applied.</li><li>
Partner closely with General Counsel on investigations involving litigation risk, regulatory exposure, or executive leadership.</li></ul></div><div></div><div> 
Performance Management &amp; Manager Effectiveness</div><div><ul><li>
Own the organization&rsquo;s performance management corrective action process discipline in practice.</li><li>
Ensure consistent application of Performance Improvement Plans, progressive discipline, and termination decision-making.</li><li>
Identify managers with elevated turnover, repeated ER issues, or weak performance management practices for coaching and further development.</li><li>
Work with HRBPs to design targeted interventions for high-risk sites and managers.</li></ul></div><div></div><div> 
Data, Reporting &amp; Risk Visibility</div><div><ul><li>
Establish expectations for monthly HRBP reporting turnover drivers, high-risk sites and managers, investigation volume and outcomes, in addition to corrective action effectiveness.</li><li>
Translate data into actionable insight to guide leadership decisions.</li><li>
Use data to prioritize HRBP workload, leadership attention and organizational interventions.</li></ul></div><div></div><div> 
Compliance &amp; Cross-Functional Partnership</div><div><ul><li>
Ensure consistent application of employment laws, internal policies and Fair Chance Act requirements.</li><li>
Review DCJS, OCFS and background findings to recommend appropriate action.</li><li>
Partner with Talent Acquisition to embed compliance and risk awareness into hiring processes.</li><li>
Support audits, agency inquiries and regulatory requests in partnership with Legal and Compliance.</li></ul></div><div></div> 
<div><div>Page Break</div></div><div> 
Qualifications</div><div></div><div> 
Required:</div><div><ul><li>
Bachelor&rsquo;s degree</li><li>
SHRM-CP required; SHRM-SCP strongly preferred</li><li>
8+ years of progressive HR experience with significant employee relations and investigations work</li><li>
4+ years leading HRBPs or senior HR practitioners</li><li>
Experience in unionized, high-volume, complex organizations</li><li>
Proficiency in understanding labor and employment and HR related laws and regulations, including Title VII, ADA, FMLA, ADEA, FLSA.</li><li>
Demonstrated experience leading and influencing at all levels within the organization, keeping leaders informed of any decisions made.</li><li>
Excel in strategic decision making, problem solving, critical thinking and emotional intelligence.</li><li>
Ability to handle highly sensitive and confidential matters with compassion while exhibiting exceptional professionalism and tact.</li><li>
Excellent verbal, written communication and presentation skills.</li><li>
Demonstrated ability to work efficiently, independently and collaboratively to prioritize work and meet deadlines.</li><li>
Skilled in balancing organizational needs while serving as an employee advocate.</li><li>
Must possess credibility and absolute commitment to confidentiality and professional integrity.</li></ul></div><div></div><div> 
Strongly Preferred:</div><div><ul><li>
Experience in social services, nonprofit sectors or similarly regulated environments</li><li>
Comfort operating with ambiguity, urgency, and incomplete information</li></ul></div><div></div><div> 
Success Profile:</div><div><ul><li>
Decisive and comfortable making hard calls</li><li>
Strong judgment and escalation discipline</li><li>
Willing to challenge leaders respectfully but firmly</li><li>
Analytical and data-driven</li><li>
Effective and accountable team</li><li>
Calm under pressure, direct in communication and operationally grounded</li></ul></div><div></div><div> 
Essential Functions, Physical &amp; Travel Requirements:</div><div><ul><li>
Regular travel to program sites</li><li>
Ability to sit, stand, and move throughout shelter environments</li><li>
Occasional evening or weekend availability based on investigations or escalations</li><li>
Must be able to attend Win sponsored events as necessary</li></ul></div><div></div><div> 
Core Competencies:</div><div><ul><li>
Leading Others: Establishes a client centered culture at the shelter by modeling Win values.</li></ul></div><div>
Demonstrates flexibility, adaptability, and initiative. Engages the team to achieve high standards.</div><div><ul><li>
Facilitating Change: Supports critical large-scale changes. Develops and meets challenges but</li></ul></div><div>
achievable goals. Understands the change management. Uses resources, activities, outputs,</div><div>
and outcomes to envision and manage change.</div><div><ul><li>
Managing Performance: Monitors performance against standards and shares expectations clearly.</li></ul></div><div>
Gives feedback in writing and verbally, documents performance concerns.</div><div><ul><li>
Applying and Developing Expertise: Encourages acquisition of knowledge and skills.</li></ul></div><div>
Applies technical knowledge to solve problems quickly and effectively. Pays attention to detail.</div><div><ul><li>
Communicating and Collaborating: Works collaboratively. Rely on and support the team in achieving results. Uses effective verbal and written communication with appropriate tone.</li></ul></div></div>

AVP, HRBP

talentpluto

<div>
 
 
 Location:
 
 Remote-friendly (U.S.)
 
 
 
 Work Model:
 
 Flexible; in-person meetups/events as needed
 
 
 
 Industry:
 
 Fintech / HR
 
 
 
 Compensation:
 
 OTE $180,000-$200,000
 
 
 
 
 
 
 About Our Partner
 
 
 
 Our partner is a cash-flow-positive, high-growth startup (15+ people) that recently raised approximately $3.5M and is on track to triple revenue this year. The team is building an AI-enabled go-to-market marketplace that helps finance and accounting leaders discover, evaluate, and adopt solutions that drive measurable business outcomes.
 
 
 
 
 
 
 The Opportunity
 
 
 
 Our partner is hiring a
 
 Founding Account Executive
 
 to help build the revenue engine from the ground up. This role owns the full sales cycle with a strong emphasis on running high-intent sales conversations and closing deals, while partnering closely with the founding team on messaging, process, and product feedback. This is a high-impact role with direct visibility into leadership and the opportunity to shape GTM strategy in a fast-moving environment.
 
 
 
 
 
 
 Responsibilities
 
 
 <ul>
 <li>
 Own the full sales cycle: discovery, scoping, demos, solutioning, negotiation, and close
 </li>
 <li>
 Convert inbound demand efficiently; develop targeted outbound motions where effective
 </li>
 <li>
 Communicate clear business value to finance and accounting decision-makers (e.g., CFO, Controller, FP&amp;A, RevOps)
 </li>
 <li>
 Maintain accurate pipeline reporting and forecasts; consistently meet or exceed targets
 </li>
 <li>
 Capture customer insights to inform product roadmap and GTM experimentation
 </li>
 <li>
 Represent our partner at select industry events; occasional travel as needed
 </li>
 </ul>
 
 
 
 
 
 Requirements
 
 
 <ul>
 <li>
 1+ years of closing experience as an Account Executive in B2B SaaS or tech-enabled solutions (or equivalent high-impact sales experience)
 </li>
 <li>
 Strong communication skills with the ability to sell credibly to senior finance stakeholders
 </li>
 <li>
 Ownership mindset: organized, resourceful, comfortable with ambiguity, and biased toward action
 </li>
 <li>
 Familiarity with mid-market sales motions and modern sales tools/CRMs
 </li>
 </ul>
 
 
 
 
 
 Nice to Have:
 
 
 <ul>
 <li>
 Experience selling to finance or accounting buyers (e.g., expense management, corporate cards, payroll, ERP, FP&amp;A tools)
 </li>
 <li>
 Background in finance, accounting, or economics
 </li>
 </ul>
</div>

Account Executive

Healthfirst (New York)

<div>The HR Business Partners are the culture architects for the organization and responsible for delivering human capital solutions that enable the success of our business. The HRBP Manager, IT leads and manages the full suite of talent lifecycle activity by partnering with business leaders to deliver solutions developed in concert with colleagues throughout HR. As a member of the business unit/department management team, the HRBP Manager, IT shares responsibility for achieving business goals and delivery targets. The HRBP Manager, IT is an experienced HR professional and subject matter expert who has broad experience across a variety of HR specialties. The HRBP Manager, IT applies HR expertise, deep knowledge of the assigned business unit, key employees, and business processes to deliver value to Healthfirst and its members. We are seeking a strategic HRBP, Manager who brings intellectual curiosity and learning agility to support our IT business unit. This role requires a business-minded leader who is eager to immerse themselves and proactively seeks to understand how the IT function operates &ndash; including its systems, workflows, delivery models, and team dynamics. The ideal candidate will ask thoughtful, probing questions to fully understand the IT organization&rsquo;s structure, priorities, and challenges. In this role, you will develop deep knowledge of how technology teams operate, including resource planning &amp; performance expectations. This is a hybrid position which consists of reporting to our 100 Church Street, NYC office 3 days per week (Tuesdays, Wednesdays &amp; Thursdays).
Scope of Responsibilities<ul><li>
Proactively supports the delivery of all HR initiatives and processes.</li><li>
Builds a strong business relationship with the internal clients and serves as a key advisor and confidante, enabling strong management and leadership for the Department.</li><li>
Facilitates the design and implementation of 'best solutions' that fuel engagement; faster, better, cheaper processes and tools; the health of our population of members; profitable growth and our culture.</li><li>
Actively identifies gaps, proposes and implement changes necessary to cover risks and drive performance (hi-potential; succession planning; performance calibration; corrective action; employee engagement; recognition; rewards; employee integration and development).</li><li>
Influences positive change in people management and designs and maintains the vitality of the business unit.</li><li>
Challenges the organizational structure and approach and proposes impactful change strategies and recommendations (organization design; job definition; job description; market analysis).</li><li>
Serves as a role model for the organization's culture drivers; dreams big and plans wisely; breaks down the walls; thinks critically, speaks up, and delivers with pride; inspires through trust and leads by example; is unstoppable.</li><li>
Partners with senior business leaders to develop people strategies to meet operational goals. Engages appropriate HR Centers of Excellence as needed to accomplish projects and programs.</li><li>
Supports a large complex business group and works across multiple business units.</li><li>
Maintains a strong curiosity mindset by continuously learning about the organization, leadership styles, and evolving HR best practices &ndash; both within technology and across the broader HR landscape to bring fresh perspectives and informed solutions to the business.
</li><li>Travel to our Lake Mary, FL office 1-2 times per year.</li><li>
Other duties as assigned.</li></ul> 
Minimum Qualifications<ul><li>
Must hold a Bachelor's degree from an accredited institution.</li><li>
Must have previous work experience as an HR Business Partner in corporate Human Resources setting with strong subject matter expertise in 4 or more of the following core areas: HR Generalist; Compensation; Benefits; Rewards &amp; Recognition; Healthcare Management; Organization Design; Learning &amp; Development; Performance Management; Leadership Development; Recruiting; Talent Sourcing; Employee Engagement; Employee Relations; Succession Planning.</li><li>
Proven effective in developing trust and building partnerships at the division/business unit level.</li><li>
Critical thinker with demonstrated analytical and problem-solving skills.</li><li>
Prior experience working in an agile environment.</li><li>
Proven written, verbal and presentation skills.</li><li>
Strong project management and change management skills.</li><li>
Conversant with Labor Law and knowledgeable about marketplace HR trends.</li></ul> 
Preferred Qualifications<ul><li>
Experience supporting technology, digital, product, IT, or data driven teams.</li><li>
Experience partnering in environments undergoing digital transformation or system/platform implementation.
</li><li>Working knowledge of using data, dashboards, and metrics to inform conversations and decisions.
</li><li>Previous experience in partnering with workforce trends related to technology environments (agile teams, change management, transformation, etc.)</li><li>
Interest in how AI, automation, and emerging technologies impact people, work, and organizational design.</li></ul> 
 
Hiring Range*:<ul><li>
Greater New York City Area (NY, NJ, CT residents): $103,400 - $149,430</li><li>
All Other Locations (within approved locations): $88,700 - $131,920</li></ul>

As a candidate for this position, your salary and related elements of compensation will be contingent upon your work experience, education, licenses and certifications, and any other factors Healthfirst deems pertinent to the hiring decision.

In addition to your salary, Healthfirst offers employees a full range of benefits such as, medical, dental and vision coverage, incentive and recognition programs, life insurance, and 401k contributions (all benefits are subject to eligibility requirements). Healthfirst believes in providing a competitive compensation and benefits package wherever its employees work and live.
<ul><li>The hiring range is defined as the lowest and highest salaries that Healthfirst in &ldquo;good faith&rdquo; would pay to a new hire, or for a job promotion, or transfer into this role.</li></ul> 
88700-131920</div>

HRBP Manager, IT – Hybrid NY

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HRBP Manager, IT – Hybrid NY