HR & Administration Jobs

The Human Resources Business Partner acts as a liaison and strategic business partner to leadership by providing consultative and hands on support to align the business strategy with people strategy to achieve the organization’s design and business goals.. The Human Resources Business Partner will administer policies and programs for the departments they partner with in the following areas: Talent Acquisition, Change Management, Employment Law, Employee Engagement & Relations, Organizational Development, Compensation & Salary Administration, Performance Management, Data Analytics and various other HR-related programs/initiatives.. Being a subject matter expert of Company’s People Strategy: Include monitoring recruitment procedures, from sourcing to hiring (creating a strong pipeline of emerging team members and leaders), building a strong employer brand to source qualified employees and achieve business goals, Data-Driven Decisions and Developing HR Competencies that focus on building expertise in all areas of HR: Talent Management, Compensation and Benefits and Employee Relations.. Ensuring compliance in all areas of HR and of the employee life cycle: Talent Acquisition, Leadership Development, Employee Relations, Leave Management, Succession Planning, Managing Employee Performance, Benefits, Employee Engagement and Off-Boarding.. Conduct job analysis to ensure job description and positions are compliant with legislation (FLSA, DOL, EEOC, Wage & Hour).

Ideal candidates for the Director of Human Resources position will work independently, handle crucial conversations with ease, and bring professional, practical solutions-oriented leadership to a close-knit team.. This role oversees all HR functions including talent acquisition, employee relations, compliance, training and development, performance management, compensation and benefits, and culture initiatives.. Lead HR operations including recruitment, onboarding, compliance, employee development, and retention.. Advise senior leadership on organizational structure, workforce planning, and employee engagement strategies.. Certifications: SHRM-CP/SCP and/or PHR/SPHR strongly preferred

This includes recruitment and staffing, employee relations, performance management, compliance, benefits administration, training and development, and policy development. The HR Manager ensures the implementation of human resources strategies that support the organization’s overall mission, culture, and strategic goals. Support organizational change initiatives and foster a culture of continuous improvement and employee engagement. Professional HR certification (e.g., SHRM-CP/SCP, PHR/SPHR) is strongly preferred. Proficiency in HRIS systems, ADP Workforce and ATS systems.

Director of Human Resources Location: Denver, CO (On-Site) Industry: Janitorial & Facilities Services. This individual will play a critical role in shaping culture, driving compliance, leading organizational development, and aligning our people operations with strategic goals.. Lead all aspects of HR including labor relations, employee relations, talent acquisition, compliance, payroll administration, and learning & development.. Guide workforce planning, performance management, and change management to support organizational growth.. Bachelor’s degree in HR, business, or related field required; HR certification (e.g. SPHR, SHRM-SCP) a plus.

The Human Resources Business Partner (HRBP) serves as a strategic partner to business leaders, aligning HR strategies with organizational objectives.. The HRBP provides expert guidance and support in areas such as organizational design, talent management, employee relations, performance management, and change management to drive business performance and employee engagement.. Collaborate with HR Centers of Excellence (e.g., Talent Acquisition, Learning & Development, Compensation & Benefits) to deliver comprehensive HR solutions.. 5+ years of progressive HR experience, including experience as an HR Generalist or HRBP.. HR Certification (e.g., SHRM-CP/SCP, PHR/SPHR).

With a legacy spanning over 20 years, IPS is the market leader in practice management software for chiropractic, optometry, and therapy practices across the United States. The Director, Human Resources is an integral leadership role in driving employee engagement, supporting business decisions with data, and managing our growing talent base. The position reports to the Sr. VP of Human Resources and will be the primary business partner for our senior leaders, driving the achievement of business results through workforce planning, performance management, and employee engagement and retention. Lead and execute the people strategies including talent acquisition, workforce planning, succession planning, performance management, talent review, employee relations, organizational design, and employee development. Advise and support career development and training initiatives to ensure employee engagement and retention.

The Market Director - Human Resources will have the overall responsibility for the strategic planning, implementation and monitoring of Human Resources for the DC Market including George Washington University Hospital, Cedar Hill Regional Medical Center, Ambulatory Pavilion, FEDs, Urgent Care Centers, and other services. Provides HR leadership, direction, and technical expertise in a variety of HR areas including but not limited to HR strategy, talent acquisition, employee engagement, employee retention, organizational change, employee relations, regulatory compliance, and compensation. Collaborates with the Division Director, Human Resources to ensure the execution and oversight of division HR strategy, policy, and processes. Professional certification (PHR, SPHR, SHRM-CP or SHRM-SCP or CHHR) is highly preferred. Knowledge of HRIS systems (e.g., Lawson, HR Smart, RAS reporting, etc

Work closely with managers to provide expertise and hands on support in multiple areas including talent, diversity & inclusion, recruitment, workforce planning, on boarding, employee retention, employee relations, management coaching, performance management and change management.. Foster and promote a strong culture that aligns with company values, emphasizing continuous improvement and employee engagement.. Ensure an effective benefits administration function by developing, delivering, and coordinating open enrollment communications and orientations.. Working with a third-party administrator, manage workers’ compensation and report as needed on case status.. Experience addressing all HR Management activities including recruiting, termination, benefits administration, employee relations, training and coaching

The role provides strategic business partnering and executional activities in the areas of organizational effectiveness, employee relations, talent management, employee engagement, workforce planning and talent acquisition. Manage employee relations (ER) matters by applying expertise in mediation, conflict resolution and employment law in support of a positive and high-performing work environment. HR Analytics & Insights.. Experience in gathering and analyzing HR data (using HRIS system, Excel functions, etc. Skilled in using and learning technology including HRIS systems (Oracle Cloud preferred), MS Office suite of applications,

The Human Resources Business Partner (HRBP) serves as a key member of the Human Resources team, partnering with site leadership and employees to provide hands-on HR support in a dynamic, fast-paced industrial manufacturing environment.. Reporting to the HR Manager, this role supports day-to-day HR operations while also contributing to strategic initiatives that drive employee engagement, operational excellence, and compliance with employment laws and company policies.. The HRBP is responsible for employee relations, hourly and salaried recruiting, onboarding, benefits administration, compliance reporting, and HR communications.. Analyze HR data and metrics , provide reports to the HR Manager, and make recommendations to support workforce planning and process improvement.. Proficiency in Microsoft Office (Word, Excel, Outlook, Smartsheet) and experience with HRIS systems such as Oracle HCM and Oracle Time & Labor (OTL).

The Senior Human Resources Manager is a strategic and hands-on leader responsible for the full scope of HR functions, including employee relations, talent development, benefits administration, labor relations, and compliance. Talent Development: Oversee performance management, lead training and leadership development efforts, and enhance onboarding and succession planning programs. Benefits & Compensation: Administer benefits programs, manage open enrollment, ensure compliance with ACA/ERISA regulations, and oversee benefits reconciliation. HR Operations & Compliance: Maintain accurate records, manage HRIS systems, update policies and procedures, support audits, and track HR metrics. SHRM-CP, SHRM-SCP, PHR, or SPHR certification

Be the expert on the team and for our clients on HRIS systems, specifically UKG, including; Implement, configure, and maintain the system for our clients and for the practice monitor system performance and troubleshoot issues proactively evaluate and identify opportunities to automate workflows across all aspects of HR processes, including but not limited to onboarding, benefits administration, payroll processing, and compliance reporting.. Guiding on non-standard matters, including diversity, equity, and inclusion initiatives, reorganization, policy creation, and leadership mentoring Performing routine HR management duties, including benefits oversight, handbook development and updates, job description creation, etc.. Guide and implement initiatives to enhance workplace culture, boost engagement, and advance DEIB efforts, aligning these strategies with the client's values and overall mission.. What We're Looking For as a Human Resources/HRIS Systems Consultant : Bachelor's degree required; higher-level degree preferred 3+ years of experience with HRIS systems UKG, Paycom and Paylocity experience preferred.. A minimum of 5 years of Human Resources experience with increasing levels of autonomy and proactive engagement with the work Experience in Biotech, Manufacturing, Startups, For-profit, and Non-profit helpful Experience working in small to mid-sized companies with startups - 150 employees Demonstrated effectiveness in engaging with clients in a highly professional and service-oriented manner.

We are looking for an experienced Human Resources Business Partner (HRBP) to support our manufacturing operations by aligning HR practices with business objectives.. As a strategic advisor and employee advocate, the HRBP will work closely with plant leadership to improve organizational performance, employee engagement, and workforce capability.. Partner with leadership to address workforce planning, talent development, and succession planning.. Support employee relations matters, including investigations, performance issues, and conflict resolution.. Collaborate with the recruiting team to manage talent acquisition and onboarding for plant roles.

Key responsibilities include developing and executing tactical plans at the business unit level to achieve strategic objectives and organizational effectiveness. Job expectations include driving a wide range of HR activities and supporting functions across the bank such as talent acquisition, compensation, employee relations, regulatory compliance, performance management, and employee engagement and development. The Human Resources Manager will be a member of the Chief Financial Officer (CFO) HR team. This includes accounting, financial and regulatory reporting, balance sheet management, financial planning and analysis, treasury, investor relations, corporate investments and tax. Responsibilities:Manages the strategic delivery of Enterprise and Line of Business (LOB) specific Human Resources (HR) priorities in addition to ensuring organizational effectiveness across talent acquisition, performance management, talent development and learning, succession planning, compensation, etc.

Location: Marriott Long Island (4 days/week) & Hyatt Centric Wall Street (1 day/week). The Complex Director of Human Resources will oversee all HR functions at two properties—spending four days per week at the Marriott Long Island and one day per week at the Hyatt Centric Wall Street.. Partner with legal counsel and senior leadership to mitigate risks associated with labor and employment issues.. 5+ years of HR management experience in the hospitality industry, specifically in unionized hotels.. Lead HR operations at two prestigious, unionized hotel brands.

Job Summary: We are seeking a highly experienced and dynamic Chief Human Resources Officer to join the team of one of our growing clients.. The CHRO will be responsible for overseeing all aspects of our client company's human resources function, including talent acquisition, employee development, performance management, compensation and benefits, and employee relations.. Foster a positive and inclusive workplace culture that promotes employee engagement and retention. Partner with senior leadership to develop and execute strategic workforce planning initiatives. SHRM-SCP or GPHR certification Location: This is a full-time, remote position with up to 25% travel.

The Vice President of Human Resources is a key strategic partner to the CEO, driving organizational success through innovative HR strategies.. This includes talent management, change management, organizational and performance management, training and development, and compensation.. Spearhead the development and implementation of HR policies, programs, and services, including talent acquisition, performance management, employee relations, compensation, and benefits.. Ensure you are collaborating and working closely with the Sr VP of Sales & Development and Director of Recruiting in order to give feedback on compensation marketing strategies to recruit the best candidates.. Drive initiatives to enhance employee engagement, retention, and development, ensuring a high-performance culture.

This includes oversight of benefits and compensation, talent acquisition, organizational development, compliance, employee relations, payroll, and HR systems.. Function as the HR Business Partner to the President of Sharp Sterile and the local site leadership team.. Oversee HR systems and data analytics to analyze trends in turnover, hiring, promotions, complaints, separations and the like to determine support or action required.. Partner with Talent Acquisition to ensure recruiting and hiring process is consistent with business strategy for all phases of full life cycle recruiting.. Partner with site leadership and departmental managers to support organizational effectiveness, change management, and succession planning.

Relate Search has partnered with a leading manufacturer to identify an experienced HR Manager to support and drive human resources strategy and operations at a critical production site.. This position plays a central role in partnering with operations leadership on performance management, organizational development, talent acquisition, employee engagement, and compliance.. Act as a collaborative HR business partner to managers and supervisors, providing coaching and subject matter expertise.. Partner with Talent Acquisition and site leaders to ensure successful hiring, onboarding, and workforce planning strategies.. With deep expertise across Supply Chain & Operations, Technology, Sales & Marketing, Human Resources, and Accounting & Finance we deliver customized, people-first recruiting solutions that drive lasting impact.

We are seeking a Director of Human Resources to lead and execute Experic’s HR strategy.. Reporting directly to the CEO, this role has full ownership of HR operations including talent acquisition, onboarding, employee relations, performance management, compensation and benefits, compliance, and HR systems.. Manage and enhance HR systems, including HRIS, ATS, and payroll, to ensure smooth operations.. Strong understanding of HR compliance, employment law, and HR best practices.. Bonus: HR certifications (SHRM-CP, SHRM-SCP, PHR, or SPHR); experience in the life sciences or pharmaceutical industry; experience working with Professional Employer Organizations (PEOs).