human resources manager

human resources coordinator Jobs in New York

human resources coordinator

senior manager, hr business partner Jobs in New York

senior manager, hr business partner

analyst, human resources Jobs in New York

analyst, human resources

associate, human resources Jobs in New York

associate, human resources

senior human resources business partner

Persistent Systems, LLC

<div>
 <p>
  <strong>
   Job Description &amp; Responsibilities
  </strong>
 </p>
 <p>
  Persistent Systems is seeking a Senior HR Business Partner with a strong focus on Learning and Development, Performance Management, and Talent Management. This role will be instrumental in aligning HR strategies with business objectives, enhancing employee engagement, and developing a high-performing workforce. You&rsquo;ll take a key role in driving organizational health and our unique culture and values, assessing organizational needs, devising solutions, and coaching managers and employees. Your role will include growing and developing our team members and managers, as well as adapting cross-organizational HR processes and leading initiatives to best support the team&rsquo;s development and growth. This role reports to the Director of Human Resources.
 </p>
 <p>
  <strong>
   Position Responsibilities
  </strong>
 </p>
 <p>
  <strong>
   Learning and Development
  </strong>
 </p>
 <ul>
  <li>
   Implement comprehensive learning and development programs, in coordination with vendor partners, that align with business needs
  </li>
  <li>
   Assess training needs through surveys, interviews, and consultations to identify skill gaps Facilitate workshops and training sessions to enhance employee skills and competencies
  </li>
  <li>
   Monitor and evaluate the effectiveness of training programs and make necessary adjustments
  </li>
 </ul>
 <p>
  <strong>
   Performance Management
  </strong>
 </p>
 <ul>
  <li>
   Lead the performance management process, ensuring alignment with organizational goals
  </li>
  <li>
   Collaborate with leaders to set clear performance expectations and provide ongoing feedback
  </li>
  <li>
   Develop and implement performance improvement plans and career development pathways
  </li>
  <li>
   Analyze performance data to identify trends and recommend strategies for improvement
  </li>
 </ul>
 <p>
  <strong>
   Talent Management
  </strong>
 </p>
 <ul>
  <li>
   Partner with leadership to identify key talent and succession planning needs within the organization
  </li>
  <li>
   Develop and execute talent acquisition strategies to attract top talent Implement retention strategies to reduce turnover and enhance employee satisfaction.
  </li>
  <li>
   Foster a culture of continuous feedback and recognition to promote employee engagement
  </li>
 </ul>
 <p>
  <strong>
   Strategic Partnerships
  </strong>
 </p>
 <ul>
  <li>
   Act as a trusted advisor to senior leadership on HR-related matters, providing insights and recommendations
  </li>
  <li>
   Collaborate with cross-functional teams to drive organizational change initiatives Analyze workforce metrics to inform strategic decision-making and HR initiatives
  </li>
 </ul>
 <p>
  <strong>
   Job Qualifications &amp; Experience
  </strong>
 </p>
 <p>
  <strong>
   Minimum Qualifications
  </strong>
 </p>
 <ul>
  <li>
   Bachelor&rsquo;s degree in human resources, Management or related field 10+ years of experience as an HR Business Partner or HR Generalist, with a focus on Learning and Development, Performance Management, and Talent Management
  </li>
  <li>
   Strong knowledge of HR principles, practices, and employment legislation
  </li>
  <li>
   Thrives in a dynamic and changing environment, experience in supporting and scaling teams
  </li>
  <li>
   Strong verbal, written and influencing skills
  </li>
  <li>
   Proven ability to develop and implement HR strategies that drive business results and outcomes
  </li>
  <li>
   Holds analytical skills, critical thinking and problem-solving skills using data to identify insights and trends that drive action
  </li>
  <li>
   Strong coaching and facilitation skills
  </li>
 </ul>
 <p>
  <strong>
   Preferred Qualifications
  </strong>
 </p>
 <ul>
  <li>
   HR Certifications such as PHR/SPHR/GPHR or SHRM-SCP/SHRM-CP preferred
  </li>
  <li>
   Experience in high-growth, startup, DOD, or tech environment
  </li>
  <li>
   10+ years of experience as an HR Business Partner
  </li>
 </ul>
 <p>
  The base pay for this role can vary from $114,000 to $142,000 a year based on individual qualifications. Eligibility for yearly discretionary bonus. Persistent Systems, LLC offers a comprehensive benefits package including medical, dental, vision, life, and disability insurance; paid time off (sick time and vacation time); flexible spending accounts; 401(k) plan with company match; fitness membership reimbursement; tuition assistance; mental health benefits; and pet discounts.
 </p>
 <p>
  <strong>
   Company Overview
  </strong>
 </p>
 <p>
  Headquartered in New York City since 2007, Persistent Systems, LLC is a global communications technology company which develops, manufactures , and integrates a patented and secure Mobile Ad Hoc Networking (MANET) system: Wave Relay&reg;. The company&rsquo;s industry leading R&amp;D team has designed wireless networking protocols to support their cutting-edge Wave Relay&reg; system and technology. Wave Relay&reg; is capable of running data, video, voice and other applications under the most difficult and unpredictable conditions. Their suite of products is field proven and utilized in Commercial, Military, Government, Industrial, Agriculture, Robotics, and Unmanned System markets.
 </p>
</div>


Senior Human Resources Business Partner

S&P Global

<b>About the Role:</b><br>
<b>Grade Level (for internal use):</b> 13
<br><br>
<b>The Team:</b> You will be part of the Global Total Rewards Center of Excellence (COE). The team of compensation professionals focuses on providing essential consultation within Compensation Strategy, Broad-Based, Executive and Equity Compensation. We are passionate about designing innovative solutions and delivering high impact results that are critical to the People strategy, as they influence the most visible component of the S&P Global people value proposition.
<br><br>
<b>Responsibilities and Impact:</b> As Compensation Director, you will lead Compensation initiatives within S&P Global in partnership with multiple teams and stakeholders to drive compensation strategy, program harmonization in alignment with business objectives. You will collaborate with client groups to direct and help drive strategies that help clients achieve business results and drive organizational effectiveness.
<br><br>
You will be part of a global team and have the ability to partner with senior business leaders, COE’s, People Services and external resources to oversee and drive human capital strategies, solutions, programs and projects in a complex, matrix global environment.
<br><br>
Lead and interplay with People Partner and client teams on human capital initiatives within businesses to drive pay for performance talent strategy
<br><br>
Update or redesign solutions to business issues via compensation programs or practices-
<br><br>
The ideal candidate will apply design thinking and lean principles to those solutions
<br><br>
Advise on compensation initiatives including the design and ongoing review of cross-segment job architecture, market pricing, compensation plan strategy; program harmonization and alignment, survey data library, vendor management, department budget, rewards and recognition programs, compensation cycle administration and technical configuration for compensation systems
<br><br>
Liaise with Strategy and People Partner teams on M&A activities including integration and standardization of best in class pay practices across different geographies and functions
<br><br>
Keep up with trends, practices and pay related benchmarks to make annual recommendations for pay mix solutions around salary, incentive and long-term plans as necessary
<br><br>
Monitor federal, state, and local compensation laws and regulations to ensure company compliance. Participate in market data activities including collecting information for surveys, reviewing results and reporting back findings and updating salary ranges as needed to stakeholders
<br><br>
Partner with Talent Acquisition to support clients with the development and communication of compensation packages for new hires and existing employees when necessary
<br><br>
<b>Create and deliver training programs for various audiences:</b> People and client teams, managers and Executives on changes to regulations, pay practices or programs throughout the year and as needed
<br><br>
Lead or participate in projects that help us optimize People processes: Workday module implementation, centralization and automation of HR processes, etc. Support workforce-planning initiatives including forecasting and planning cost of labor for a variety of roles
<br><br>
<b>Compensation/Benefits Information:</b> (This section is only applicable to US candidates)
<br><br>
S&P Global states that the anticipated base salary range for this position is $112,976 to $211,769. Final base salary for this role will be based on the individual’s geographic location, as well as experience level, skill set, training, licenses and certifications.
<br><br>
In addition to base compensation, this role is eligible for an annual incentive plan.
<br><br>
This role is eligible to receive additional S&P Global benefits. For more information on the benefits we provide to our employees, please click here.
<br><br>
What We’re Looking For
<br><br>
<b>Basic Required Qualifications:</b><br>
At least 7+ years of Compensation experience partnering with executive/senior leadership and a track record of driving the human capital/talent agenda
<br><br>
Bachelor’s degree in an HR or business-related field or equivalent experience
<br><br>
Solid project management skills and the ability to execute projects in a complex, matrix global environment while maintaining focus on the business and its customers
<br><br>
Demonstrated ability to use tools, e.g., advanced excel, interpret analysis for fact based decision-making. Solid People Systems background – Workday, Pay Factors and Tableau experience preferred
<br><br>
<b>Additional Preferred Qualifications:</b><br>
A mindset which is nimble, agile, flexible, insight driven, forward looking, change oriented, that questions which tasks to do and the best way to do them
<br><br>
Ability to influence senior management on Compensation related and business issues/decisions
<br>Business and financial acumen
<br><br>
Strong communication, influencing, facilitation and presentation skills are necessary to actively communicate with all levels of management, colleagues, outside agencies and customers to drive business results
<br><br>
Creative and innovative thinking skills, along with high intellect and sound judgment
<br><br>
Comfortable managing confidential information. Eagerness to learn and mentor others
<br><br>
Have a global mindset and an understanding of culture and change management and how to integrate talent management into an organization’s strategic objectives
<br><br>
What’s In It For You?
<br><br>
<b>Our Mission:</b><br>
Advancing Essential Intelligence.
<br><br>
<b>Our People:</b><br>
We're more than 35,000 strong worldwide—so we're able to understand nuances while having a broad perspective. Our team is driven by curiosity and a shared belief that Essential Intelligence can help build a more prosperous future for us all.From finding new ways to measure sustainability to analyzing energy transition across the supply chain to building workflow solutions that make it easy to tap into insight and apply it. We are changing the way people see things and empowering them to make an impact on the world we live in. We’re committed to a more equitable future and to helping our customers find new, sustainable ways of doing business. Join us and help create the critical insights that truly make a difference.
<br><br>
<b>Our Values:</b><br>
Integrity, Discovery, Partnership
<br><br>
Throughout our history, the world's leading organizations have relied on us for the Essential Intelligence they need to make confident decisions about the road ahead. We start with a foundation of integrity in all we do, bring a spirit of discovery to our work, and collaborate in close partnership with each other and our customers to achieve shared goals.
<br><br>
<b>Benefits:</b><br>
We take care of you, so you can take care of business. We care about our people. That’s why we provide everything you—and your career—need to thrive at S&P Global.
<br><br>
<b>Our benefits include:</b><br>
<b>Health & Wellness:</b> Health care coverage designed for the mind and body.
<br><br>
<b>Flexible Downtime:</b> Generous time off helps keep you energized for your time on.
<br><br>
<b>Continuous Learning:</b> Access a wealth of resources to grow your career and learn valuable new skills.
<br><br>
<b>Invest in Your Future:</b> Secure your financial future through competitive pay, retirement planning, a continuing education program with a company-matched student loan contribution, and financial wellness programs.
<br><br>
<b>Family Friendly Perks:</b> It’s not just about you. S&P Global has perks for your partners and little ones, too, with some best-in class benefits for families.
<br><br>
<b>Beyond the Basics:</b> From retail discounts to referral incentive awards—small perks can make a big difference.
<br><b>For more information on benefits by country visit:</b> https://spgbenefits.com/benefit-summaries
<br><br>
<b>Global Hiring and Opportunity at S&P Global:</b><br>
At S&P Global, we are committed to fostering a connected and engaged workplace where all individuals have access to opportunities based on their skills, experience, and contributions. Our hiring practices emphasize fairness, transparency, and merit, ensuring that we attract and retain top talent. By valuing different perspectives and promoting a culture of respect and collaboration, we drive innovation and power global markets.
<br><br>
<b>Recruitment Fraud Alert:</b><br>
If you receive an email from a spglobalind.com domain or any other regionally based domains, it is a scam and should be reported to reportfraud@spglobal.com . S&P Global never requires any candidate to pay money for job applications, interviews, offer letters, “pre-employment training” or for equipment/delivery of equipment. Stay informed and protect yourself from recruitment fraud by reviewing our guidelines, fraudulent domains, and how to report suspicious activity here .
<br><br>
-----------------------------------------------------------
<br><br>
Equal Opportunity Employer
<br>S&P Global is an equal opportunity employer and all qualified candidates will receive consideration for employment without regard to race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, military veteran status, unemployment status, or any other status protected by law. Only electronic job submissions will be considered for employment.
<br><br>
If you need an accommodation during the application process due to a disability, please send an email to: EEO.Compliance@spglobal.com and your request will be forwarded to the appropriate person.
<br><br>
<b>US Candidates Only:</b> The EEO is the Law Poster http://www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf describes discrimination protections under federal law. Pay Transparency Nondiscrimination Provision - https://www.dol.gov/sites/dolgov/files/ofccp/pdf/pay-transp_%20English_formattedESQA508c.pdf
<br><br>
----------------------------------------------------------- 202 - Middle Professional (EEO Job Group) (inactive), 20 - Professional (EEO-2 Job Categories-United States of America), HUMRES202.2 - Middle Professional Tier II (EEO Job Group)
<br><br>
<b>Job ID:</b> 322932
<br><b>Posted On:</b> 2025-12-07
<br><b>Location:</b> Charlottesville, Virginia, United States

Director, Sr. Compensation Lead

Societe Generale

<div>
 Reference 25000P3U
 <br/>
 <br/>
 <strong>
  Responsibilities
  <br/>
  <br/>
 </strong>
 The HR Business Partner is responsible for the management and development of human capital for a specific population of the Business, i.e. front office business lines or support functions. The HR Business Partner is responsible for the operational implementation of the global HR strategy and its roll out to their client group, as well as providing advice and guidance in relation to all employee lifecycle components in their scope.
 <br/>
 <br/>
 This role will partner with and support an HR lead in all areas described below.
 <br/>
 <br/>
 Day to day responsibilities include but not limited to:
 <br/>
 <br/>
 Career Management and Mobility
 <br/>
 <br/>
 <ul>
  <li>
   HR advisory to the Business
  </li>
  <li>
   Provides guidance and advice to Business Partners in all aspects of performance management
  </li>
  <li>
   Advises Business Partners on strategic HR planning
  </li>
  <li>
   Ensures accuracy in the HR systems of data pertaining to staff
  </li>
  <li>
   "Knows" their client group, develops and maintains this knowledge through active involvement and strong communication
  </li>
  <li>
   Advises and supports employees with regard to internal career management
  </li>
  <li>
   Be an active participant in transversal HRBP projects such as succession planning, promotion processes, end of year reviews, reduction in force
  </li>
  <li>
   Keen sense of urgency and aptitude for operating in a fluid and fast paced team dynamic
  </li>
  <li>
   Ability to work across Business Lines and influence effectively
  </li>
  <li>
   Supports the formulation of appropriate training and development plan and influences the local training offering
  </li>
  <li>
   Partners with management to identify talents and key resources in their client group, and gain a deep knowledge of those staff
  </li>
  <li>
   Proactively works with the Business to ensure that each "key" employee has the necessary development plans
  </li>
  <li>
   Educates and promotes the use of managerial tools and training resources
   <br/>
   <br/>
  </li>
 </ul>
 Recruitment
 <br/>
 <br/>
 <ul>
  <li>
   HR advisory to the Business - With the management and COOs of their client group, the HR Business Partner is involved in working on staff plans (additional/replacement hires) and is responsible for their implementation, giving insight on appropriate time frames, targeted profiles, sourcing channels and any other relevant HR-related issues.
  </li>
  <li>
   Global efficiency - The HR Business Partner works with recruitment as the point of contact for all hires within their client group and leads the recruitment process. Specifically, the HR Business Partner:
  </li>
  <li>
   Supervises upstream budgetary agreements for job openings in conjunction with the client group COO team
  </li>
  <li>
   Partners with recruiter and hiring manager to define a specific recruitment strategy for each vacancy
  </li>
  <li>
   Assists with the candidate selection and interview process in conjunction with line management
  </li>
  <li>
   Participates in the negotiation of financial and legal terms and conditions, in accordance with the applicable delegation rules
  </li>
  <li>
   Works with immigration team as needed to initiate or transfer visas
  </li>
  <li>
   Partners with the junior program team on incoming summer/full time analysts integrating into their business lines
  </li>
  <li>
   The HR Business Partner is the gatekeeper for the recruitment process and associated internal policy, including, but not limited to, sourcing channels, external providers selection, compensation rules, and contractual provisions.
   <br/>
   <br/>
  </li>
 </ul>
 Exit Management
 <br/>
 <br/>
 <ul>
  <li>
   Proactively supports managers to prevent unnecessary redundancies by anticipating short- and long-term business needs
  </li>
  <li>
   Develops and trains managers in all aspects of managing poor performance
  </li>
  <li>
   Gathers data from exit interviews and supplies back to managers to identify trends/risks
  </li>
  <li>
   Leads employee relations cases including rationalization/redundancy plan and individual terminations when required
  </li>
  <li>
   Carries out all terminations for the business line they support
  </li>
  <li>
   Supports the Business in mitigation of legal risks in conjunction with grievance/disciplinary/redundancy processes.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Compensation
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Delivers regular market intelligence to managers and manages position matching for industry benchmarking
  </li>
  <li>
   Advise Business Partners with the compensation review of their teams, anticipating strategic planning
  </li>
  <li>
   Work with the Specialist team to build packages for recruitment, mobility, departure and retention
  </li>
  <li>
   Coordinates the annual compensation review for their client group with the specialist teams
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Required
  <br/>
  <br/>
 </strong>
 <strong>
  Profile required
  <br/>
  <br/>
 </strong>
 DIVISION DESCRIPTION:
 <br/>
 <br/>
 With a team of over 50 highly engaged, diverse, and innovative HR professionals located in the US, Canada, and Brazil, the Americas Human Resources team is dedicated to acquiring, developing, advising, and promoting talents focused on how to best meet and exceed the needs of our business partners. As strategic partners to the Business, we are committed to providing staff with value-added programs and policies, a competitive compensation and benefits package, and a diverse, inclusive, respectful, safe, and employee-centric environment where all can thrive to achieve their best potential. The HR team is composed of 5 teams: (1) Strategy, Transformation and Talent Acquisition, (2) Career Advisory, (3) Diversity, Talent, and Development, (4) Total Rewards, and (5) Projects, Efficiencies, and Analytics.
 <br/>
 <br/>
 SKILLS AND QUALIFICATIONS:
 <br/>
 <br/>
 Required:
 <br/>
 <br/>
 <ul>
  <li>
   Strong sense of accountability and ownership
  </li>
  <li>
   Strong organizational and time management skills
  </li>
  <li>
   Ability to work effectively in a team environment and ability to adapt to a rapidly changing business and regulatory environment
  </li>
  <li>
   Identify, resolve and escalate issues, risks, action items and decisions
  </li>
  <li>
   Coordinate the involvement of external consultants as needed
  </li>
  <li>
   Develop and deliver reporting and tracking of projects
  </li>
  <li>
   Document and report project status to key stakeholders
  </li>
  <li>
   Balance multiple duties efficiently and effectively
  </li>
  <li>
   Process oriented and ability to see bigger picture
  </li>
  <li>
   Detail oriented and organized
  </li>
  <li>
   Ability to influence appropriate levels of management and provide sound guidance in real time
  </li>
  <li>
   Computer proficiency: Microsoft Office (Excel, Word, PowerPoint)
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Prior Work Experience
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   3 to 5 years of Human Resources Business Partner experience in a similar capacity, preferably within financial services
   <br/>
   <br/>
  </li>
 </ul>
 EDUCATION
 <br/>
 <br/>
 <ul>
  <li>
   Bachelors Degree
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Business insight
  <br/>
  <br/>
 </strong>
 Societe Generale is committed to offering an inclusive recruitment experience to all candidates. If you require any reasonable accommodations during the recruitment process, please do not hesitate to let our Recruiters know.
 <br/>
 <br/>
 <strong>
  OUR CULTURE:
  <br/>
  <br/>
 </strong>
 At Societe Generale, we live by our 4 core values of commitment, responsibility, team spirit and innovation. We are engaged and demonstrate consideration for others. We act ethically and with courage. We focus our talent and energy on collective success. We experiment and propose new ideas. This way, we maximize our ability to serve client needs and anticipate market changes. Societe Generale is committed to strengthening bonds with colleagues, communities, and the world in which we live, because relationships are at the heart of how we operate. For more information about our Culture and Conduct initiatives, please visit this link (https://americas.societegenerale.com/en/careers/get-know-culture/)
 <br/>
 <br/>
 <strong>
  DIVERSITY, INCLUSION &amp; BELONGING (&ldquo;DIB&rdquo;):
  <br/>
  <br/>
 </strong>
 Our DIB Mission: Recruit, develop, retain and advance a talented workforce that is united in our efforts to leverage our talent and further develop an inclusive environment that will enhance our competitive position and deliver innovative solutions to our clients. It seeks to foster an environment where employee differences are valued and where all employees feel engaged, supported, respected, and informed. For more information about our DIB initiatives, please visit this link: https://americas.societegenerale.com/en/careers/get-know-diversity/
 <br/>
 <br/>
 <strong>
  HYBRID WORK ENVIRONMENT:
  <br/>
  <br/>
 </strong>
 Societe Generale offers a hybrid work arrangement that offers employees the flexibility to work remotely, as well as on-site, in order to promote interaction and collaboration with colleagues while adhering to all SG standard protocols. Hybrid work arrangements vary based on business area. The applicable business lines will determine and communicate the work arrangements that best meet their business needs.
 <br/>
 <br/>
 <strong>
  COMPENSATION:
  <br/>
  <br/>
 </strong>
 Base salary range does not include overtime pay, bonus and/or other benefits, where applicable. Actual base salary offer will vary based on skills and experience. The role is eligible for an annual discretionary bonus and includes a competitive benefits package including 401(k) plan with company match, medical/dental/vision, and other benefits for fertility, wellness, student loans and commuters.
 <br/>
 <br/>
 <strong>
  Diversity and Inclusion
  <br/>
  <br/>
 </strong>
 Societe Generale is an equal opportunity employer, and we are proud to make diversity a strength for our company. We are committed to recognizing and promoting the talents and achievements of our employees and staff, regardless of race, religion, color, national origin, sex, disability, age, gender, sexual orientation, and any other characteristic or status protected under applicable law.
</div>


HR Business Partner

HUMAN Security

<div><p>HUMAN is looking for a capable and driven Product Marketing Manager with 2&ndash;4 years of experience to drive go-to-market execution and help shape the positioning of our application protection products. As digital commerce increasingly faces threats from humans, bots, and agentic AI, this role offers a unique opportunity to shape how the world&rsquo;s most valuable applications stay secure, trusted, and fraud-free.</p><p><br>
The ideal candidate will serve as a strategic bridge between product, marketing, sales, and our target market, translating complex technical features into clear, compelling narratives that resonate with both technical decision-makers and business stakeholders. This role combines strategic thinking with hands-on execution, requiring someone who can both develop high-level market positioning and create detailed campaign assets.</p><p></p><p><b>
As a key member of our product marketing team, you&rsquo;ll have the opportunity to:</b></p><ul><li><p>
Develop messaging and positioning that resonates with security and fraud personas</p></li><li><p>
Support product launches, feature releases, and multichannel marketing campaigns with impactful messaging and value-based content</p></li><li><p>
Partner with product management to align on roadmap priorities based on customer needs and market dynamics</p></li><li><p>
Equip sales and customer teams with enablement training and resources</p></li><li><p>
Engage analysts, thought leaders, and enterprise security buyers to shape perception and influence the market</p></li><li><p>
This role offers significant visibility, impact, and growth potential. You&rsquo;ll be on the frontlines of protecting digital commerce from evolving threats while helping enterprises make faster, smarter decisions across login, account activity, and transactions.</p></li></ul><p></p><p><b>
Responsibilities:</b></p><ul><li><p>
Develop and execute comprehensive marketing strategies to promote our suite of application protection products</p></li><li><p>
Drive product positioning, messaging, and competitive differentiation in the market</p></li><li><p>
Lead market research to identify trends, customer needs, and competitive dynamics within the cybersecurity industry</p></li><li><p>
Partner with product management, sales, and marketing teams to align product development with market demands and opportunities</p></li><li><p>
Analyze marketing campaign performance and optimize strategies using data-driven insights to drive effective results</p></li><li><p>
Act as a subject matter expert on application protection, providing insights and thought leadership through various channels</p></li><li><p>
Provide sales enablement materials and training</p></li><li><p>
Create high-impact marketing content, including case studies, whitepapers, blog posts, webinars, and sales collateral</p></li><li><p>
Develop and maintain sales enablement resources, including battle cards, pitch decks, and solution briefs, to support effective sales and marketing strategies</p></li><li><p>
Lead product launches and feature release strategies, and communication</p></li><li><p>
Design and deliver training programs for sales and customer success teams</p></li><li><p>
Provide messaging frameworks, core content strategy, web content, and campaign briefs to support revenue, field, partner, and customer marketing teams</p></li><li><p>
Collaborate on integrated marketing campaigns</p></li><li><p>
Provide regular feedback on the product roadmap and feature prioritization</p></li><li><p>
Support for beta programs and early adopter initiatives</p></li><li><p>
Support for high-value customer opportunities</p></li></ul><p></p><p><b>
Requirements:</b></p><ul><li><p>
2&ndash;4 years of product marketing experience, ideally in B2B cybersecurity, SaaS, or adjacent enterprise technology</p></li><li><p>
Proven track record of successful product launches and go-to-market strategies</p></li><li><p>
Outstanding written and verbal communication skills</p></li><li><p>
Strong analytical capabilities and data-driven decision-making</p></li><li><p>
Excellent project management and organizational skills</p></li><li><p>
Demonstrated ability to influence stakeholders and collaborate across functions</p></li><li><p>
Self-driven with the ability to work independently while contributing to team goals</p></li></ul><p></p><p><b>
Desired Skills:</b></p><ul><li><p>
Experience with new-to-market products</p></li><li><p>
Direct experience marketing to large enterprises to mid-market companies</p></li><li><p>
Deep understanding of application protection and the cybersecurity ecosystem</p></li><li><p>
Proficiency with marketing automation tools and CRM systems</p></li><li><p>
Experience with analytics platforms and visualization tools</p></li><li><p>
Demonstrated ability to manage multiple projects and prioritize tasks in a fast-paced environment</p></li><li><p>
Public speaking and presentation experience</p></li></ul><p></p><p><b>
About HUMAN Security</b></p><p></p><p>
HUMAN was founded in a Brooklyn sci-fi bookstore with a hacker mindset and the lofty mission of making the internet safer by putting humans first. Today, our Human Defense Platform safeguards enterprises from sophisticated bots, fraud, and account abuse, verifying the humanity of more than 20 trillion interactions per week for the world&rsquo;s biggest brands and internet platforms.</p><p></p><p>
HUMAN is an equal opportunity workplace dedicated to protecting the internet's integrity for everyone. We believe in putting people first, embracing diversity of thought from our global teams, and welcoming all individuals to share their unique experiences as we fight cybercrime together. We support our Humans with a comprehensive total rewards package for personal and professional development, including well-being and learning stipends, flexible work options, and dedicated time off. While our HQ is in NYC, we have teams worldwide.</p><p></p><p>
HUMAN is growing fast, and there&rsquo;s never been a more meaningful time to join us. If you thrive on solving complex problems and want to help shape the future of cybersecurity, join us as we build a safer, more human internet.</p><p></p><p>
If you are an individual with a disability or special need that requires accommodation, please contact us directly.</p><p></p><p>
Compensation Range: $90K - $140K</p></div>

Product Marketing Manager -- Application Protection

JCPenney

<div>Overview:
<p>
We are looking for a data-driven and strategic HR Analytics and Reporting Manager to lead our HR data, analytics, and insights function at Catalyst Brands. This role transforms workforce data into actionable insights that drive predictive insights and digital decision tools that enhance both business performance and the associate experience across the organization. This role also drives Catalyst&rsquo;s data and intelligence agenda for the people organization and drive the use of advanced analytics in HR. The ideal candidate will combine strong analytical expertise with leadership, collaboration, and a passion for continuous improvement to build a truly data-informed HR culture.</p><p></p><p><br>
Location: Plano, TX or New York City Based - Hybrid - In office 3 days per week</p><br>
<p></p>
Responsibilities:
<div>
Lead Strategic HR Analytics Initiatives:<br>
<ul><li>Oversee the HR Analytics and Reporting function responsible for HR data, insights, and governance. Translate HR and business strategies into impactful dashboards and analytics that guide decisions around talent, engagement, and workforce planning.</li></ul>
Deliver Operational Excellence:<br>
<ul><li>Manage the creation and automation of HR reports and dashboards using predictive models that forecast talent movement, engagement, DEI, and workforce risk covering key metrics such as headcount, turnover, recruiting, and compensation. Ensure accuracy, consistency, and compliance across multiple HR systems (e.g., HCM, ATS, Payroll).</li></ul>
Drive Continuous Improvement:<br>
<ul><li>Identify opportunities to streamline and automate data processes through technology and innovation. Introduce advanced analytics, predictive modeling, and visualization tools to enhance insight delivery and scalability.</li></ul>
Build Team Capability:<br>
<ul><li>Develop and coach the HR analytics function to strengthen data storytelling, analytical thinking, and stakeholder management skills. Lead the implementation and adoption of advanced analytics tools including predictive analytics and AI</li></ul>
Collaborate Across the Organization:<br>
<ul><li>Partner with HR Business Partners, Centers of Excellence, IT, and Finance to ensure alignment on metrics, data governance, and strategy. Act as a trusted advisor to senior HR and business leaders, providing clear, actionable insights that inform strategy.</li></ul>
Enhance Communication and Impact:<br>
<ul><li>Present findings to executive leadership with clarity and confidence, translating data into narratives that drive understanding and action. Ensure consistent, transparent communication of key metrics across HR.</li></ul></div><br>
<p></p>
Qualifications:
<p>
Core Competencies &amp; Accomplishments:</p><ul><li>
5&ndash;8 years of HR analytics, reporting, or HRIS experience (PeopleSoft experience preferred)</li><li>
Bachelor&rsquo;s degree in human resources, Data Analytics, Computer Science, or a related field (Master&rsquo;s preferred)</li><li>
Proven success implementing analytics frameworks and visualization tools (Micro Strategy, Oracle Analytics Cloud, Power BI, or similar). Advanced Microsoft Excel and data modeling proficiency</li><li>
Experience in implementing autonomous dashboards including AI platforms/tools to enhance strategic foresight and predictive analytics</li><li>
Expertise in HR data governance and data integrity. Holistic understanding of how HR data flows across enterprise systems and automation platforms.</li><li>
Demonstrated ability to partner with HR and business leaders to shape workforce strategies</li><li>
Excellent problem-solving, critical thinking, and communication skills; able to simplify complex data into clear insights.</li><li>
Strong collaboration and influencing skills with a focus on results, accountability, and continuous improvement. Champion a culture of accountability, learning, and innovation across HR Operations and Systems.</li><li>
Though the role is an individual contributor, leadership experience including managing a team or function is highly preferred</li></ul><p></p><p><br>
What you get:</p><p></p><p><br>
Enjoy a rewarding career at Catalyst, where we offer a competitive benefits package, a vibrant work environment, and the opportunity to make a difference with America's most iconic retail brands.</p><ul><li>
A meaningful role: Join a team that drives the future of HR decision-making through insights, innovation, and analytics excellence.</li><li>
Comprehensive Benefits: Medical, dental, and vision coverage starting day one, term life insurance, paid vacation and holidays, 401(k) with company match, and associate discounts across all Catalyst Brands.</li><li>
Growth opportunities: We invest in your success through development programs, mentorship, and opportunities to advance your career within Catalyst&rsquo;s growing HR organization.</li><li>
Collaborative culture: Work in an environment built on teamwork, respect, and shared purpose&mdash;where your voice and expertise help shape the future of our people strategy.</li></ul><p></p><p><br>
About Catalyst:</p><p></p><p><br>
Catalyst Brands reflects the bringing together the rich heritages of our brands with modern excitement and a new vision for success. Six iconic brands came together under a unified powerhouse portfolio to celebrate the essence of American style. We will leverage our rich history, resources and best-in-class industry talent to further build the success of our brands. At Catalyst we are united in one shared purpose: We exist to ignite America&rsquo;s most beloved retail brands to make fashion accessible to all.</p><p>
For more opportunities to join our team please visit our careers page.</p>
Pay Range: USD $85,000.00 - USD $130,000.00 /Yr.</div>

HR Analytics and Reporting Manager

Scientific Search

<div>
 Manager, Human Resources
 <br/>
 <br/>
 Salary: $120k base plus bonus
 <br/>
 <br/>
 Location: New York City &ndash; Hybrid Onsite (3 days per week)
 <br/>
 <br/>
 Our global pharmaceutical client has tasked Scientific Search with finding them an HR Manager. This role will function as a business partner providing a range of HR activities over the employee lifecycle, including recruitment, compliance, employee relations, and performance management.
 <br/>
 <br/>
 <strong>
  Responsibilities
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Responsible for recruitment in the US
  </li>
  <li>
   Conduct new hire orientations and ensure efficient onboarding of all new hires
  </li>
  <li>
   Support managers with all their HR needs and requirements, responding in a timely manner to all HR related requests.
  </li>
  <li>
   Respond to employee relations issues, following up appropriately with corrective actions.
  </li>
  <li>
   Design, support and execute initiatives to drive employee retention and reduce attrition; assist with rolling out employee engagement initiatives.
  </li>
  <li>
   Assist in delivering global and US HR strategy, engaging with US teams / individuals to support them in achieving their objectives.
  </li>
  <li>
   Ensure compliance.
  </li>
  <li>
   Employee handbook is up to date, compliant with labor code, and adhered to by US employees.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Requirements
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   6 years of HR Experience with 2 years of management exp.
  </li>
  <li>
   Experience within pharmaceutical/Biotech Industry is a plus
  </li>
  <li>
   Engaging interpersonal Skills, Innovative Collaboration, Adaptive Flexibility, Forward Thinking.
   <br/>
   <br/>
  </li>
 </ul>
 How To Apply: We&rsquo;d love to see your resume, but we don&rsquo;t need it to have a conversation. Send us an email to tom@scientificsearch.com and tell me why you&rsquo;re interested. Or, feel free to email your resume.
 <br/>
 <br/>
</div>


Manager of Human Resources

CIVILIAN COMPLAINT REVIEW BD

<p></p><div><div><div><div><div><div><h1 class="jobSectionHeader"><b>Recruiter
</b></h1></div><div><div><div><div><ul><li>CIVILIAN COMPLAINT REVIEW BD
</li></ul></div></div><div><div>Posted On: 11/20/2025
</div></div><div><div><ul><li>Full-Time
</li></ul></div></div><div><div><div>Location
</div><div>NYC-ALL BOROS</div>
</div></div></div><div><div><div><ul><li>No Exam Required
</li></ul></div></div><div><div><div><div>Department</div>
<div>Civilian Complaint Review Bd</div>
</div></div></div><p></p><div><div><div>Salary Range:</div>
<div>$93,482.00 &ndash; $115,000.00</div>
</div></div></div></div><div><div><p><b>Save</b></p>
</div></div></div></div></div></div><div><div><div><h2 class="jobSectionHeader"><b>Job Description</b></h2></div>
<div><div><div>The Civilian Complaint Review Board (&ldquo;CCRB&rdquo;) is charged with investigating, mediating, and prosecuting<br>
complaints which members of the public file against New York City police officers alleging the use of<br>
force, abuse of authority, discourtesy, offensive language, untruthful statements made by officers, and<br>
racial profiling and biased policing. The Board consists of 15 members who are appointed by the Mayor,<br>
the City Council and Public Advocate or designated by the police commissioner. The Board is responsible<br>
for governing the agency. The Executive Director is responsible for the day-to-day operations of the<br>
agency. As the largest police oversight agency in the United States, the CCRB currently investigates<br>
approximately 4,500 complaints each year.<br>
<br>
The CCRB seeks a full time professional with extensive recruitment/candidate identification experience to<br>
support business units in acquiring an effective and diverse workforce.<br>
<br>
The Recruiter will:<br>
<br>
<ul><li>Spearhead CCRB&rsquo;s efforts to identify, recruit and hire qualified, diverse candidates</li><li>Partner with hiring managers to develop and execute recruiting plans based upon established policies and workforce plans.</li><li>Propose and implement creative low-cost or no-cost strategies to recruit prospective investigators in light of budget constraints including but not limited to effectively using various methods such as advertising, job sites, career fairs, social media and other online platforms to identify and recruit qualified candidates;</li><li>Represent the CCRB at job fairs and community and industry events.</li><li>Establish and maintain relationships with schools, partner associations, community groups and other potential sources of candidates, such as affinity groups within schools, to build a pipeline of qualified candidates;</li><li>Source and screen candidates for job vacancies, qualifies and refers them to hiring managers; consults hiring managers in the selection process and performs reference checks.</li><li>Oversee the recruitment of all CCRB vacancies, including ensuring paperwork is completed and submitted on a timely basis, and obtaining proper approvals for hiring actions.</li><li>Works with leadership team to assess staffing needs in order to implement new investigator classes and ensure recruitment and hiring takes place expeditiously.</li><li>Supervises hiring activities, including retrieving resumes and applications, scheduling interviews, conducting interviews, checking references and extending offers.</li><li>Liaises with CCRB Budget and Office of Personnel staff to ensure that the funding and posting approvals are obtained to facilitate the hiring process.</li><li>Ensures that staff interacts with and responds to inquiries from candidates with timeliness, professionalism and courtesy.</li><li>Contributes to the development of external communications, and campaigns necessary to advance the recruitment program.</li><li>Perform other duties relating to recruitment as directed.</li></ul><br>
Application Details:<br>
A cover letter and a resume must be submitted for a complete application. Incomplete applications will<br>
not be considered.<br>
<br>
DEPUTY ASSISTANT DIRECTOR (NON - 1019A</div><p><b><br>
Minimum Qualifications</b></p><p><br>
1. A baccalaureate degree from an accredited college and five years of recent full-time responsible professional, supervisory or administrative experience; or<br>
<br>
2. A license to practice law in the State of New York and three years of recent fulltime responsible professional, supervisory or administrative experience; or<br>
<br>
3. Education and/or experience equivalent to &quot;1&quot; or &quot;2&quot; above. However, all candidates must possess at least three years of professional, supervisory or administrative experience as described above.</p><p><b><br>
Preferred Skills</b></p><br>
- Six years of professional experience, with a minimum of three years in staffing, recruiting and/or talent acquisition. - Proven ability to use computer software and applications, including Microsoft Office, to share, retrieve, research and present business information. - Bachelors Degree in human resources, business administration, or related field. - Must be flexible, diplomatic, extremely detail-oriented, and a team player, with the ability to work and produce in a fast-paced environment. Candidate should possess strong process improvement, analytical, project management, communication and interpersonal skills be familiar with spreadsheet, database, presentation, statistical, project management and word processing applications and have the ability to manage multiple tasks in a fast-paced work environment. - The preferred candidate must possess superb skills in the following (6) Executive Core Competencies: FUNDAMENTAL COMPETENCIES: - (i.e., interpersonal skills, oral communication, integrity/honesty, written communication, continual learning and public service motivation). LEADING STRATEGIC CHANGE - (i.e., creativity and innovation, external awareness, flexibility, strategic thinking and vision). LEADING, TEAMWORK &amp; DEVELOPING PEOPLE - (i.e., conflict management, leveraging diversity, developing others and team building). ACCOUNTABILITY &amp; RESULTS DRIVEN - (i.e., accountability, customer service, decisiveness, entrepreneurship, problem solving and technical credibility). MANAGING HUMAN &amp; FINANCIAL RESOURCES &ndash; (i.e., financial management, human capital management and technology management). BUILDING COALITIONS - This core qualification involves the ability to build coalitions internally and with other Federal agencies, State and Local governments, nonprofit and private-sector organizations, foreign governments, or international organizations to achieve common goals. (i.e., partnering, political awareness and influencing/negotiating).<br>
<p><b>
Public Service Loan Forgiveness</b></p><br>
As a prospective employee of the City of New York, you may be eligible for federal loan forgiveness programs and state repayment assistance programs. For more information, please visit the U.S. Department of Education&rsquo;s website at https://studentaid.gov/pslf/.<br>
<p><b>
Residency Requirement</b></p><br>
New York City residency is generally required within 90 days of appointment. However, City Employees in certain titles who have worked for the City for 2 continuous years may also be eligible to reside in Nassau, Suffolk, Putnam, Westchester, Rockland, or Orange County. To determine if the residency requirement applies to you, please discuss with the agency representative at the time of interview.<br>
<p><b>
Additional Information</b></p><div></div><p><br>
The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.</p></div>
</div><div><div><p><b>
</b></p><p><b>Save</b></p>
</div></div></div></div><div><div><div><div><div><div><div>Job ID
</div><div>752229</div>
</div></div><p></p><div><div><div><div>Title code</div>
<div>1019A</div>
</div></div></div><div><div><div><div>Civil service title</div>
<div>DEPUTY ASSISTANT DIRECTOR (NON</div>
</div></div></div><div><div><div><div>Title classification</div>
<div>Non-Competitive-5</div>
</div></div></div><div><div><div><div>Business title</div>
<div>Recruiter</div>
</div></div></div></div><div><div><div><ul><li><div>Experience Level: </div>Experienced (Non-Manager)
</li></ul></div></div><div><div><div><div>Job level</div>
<div>00</div>
</div></div></div><div><div><div><div>Number of positions</div>
<div>1</div>
</div></div></div><div><div><div><div>Work location</div>
<div>100 Church St., N.Y.</div>
</div></div></div><div><div><ul><li><div>Category: </div>Administration &amp; Human Resources
</li></ul></div></div></div></div></div></div><div><div><div><div><div>Recruiter</div></div></div></div></div></div><p></p>

Recruiter

Explore 821+ Senior human resources business partner in New York this December. Find roles across top companies and apply now to boost your career.