field_job_employment_type

field_job_occupational_field_parents_all

job_organization_name

city

state

<h3>Job Description</h3>
Job Description
At TireHub we move more than tires – we move businesses forward, support communities, and help keep America rolling. And behind it all? Our people. We call them Hubbers – because they’re at the center of everything we do. From behind the wheel to the warehouse floor, from customer calls to corporate strategy, every Hubber plays a role in something bigger than themselves. And we show up every day ready to say yes – to challenges, to each other, and to getting it done right. Visit <a href="http://www.TireHub.com/Careers" target="_blank">www.TireHub.com/Careers</a> to learn more.
HR Business Partner 
Position Summary: 
The Human Resource Business Partner (“HRBP”) contributes to the execution of TireHub’s HR strategy within their assigned region. The HRBP is a generalist with a wide range of HR knowledge. Along with the Hub Human Resource team the HRBP is the source of HR expertise for management and Hubbers. Leads regional HR change management projects and manages related internal and external communications. Acts as the performance improvement driver and will provoke positive changes in people management. Identifies and prepares development plans for the key and high potential employees and works with regional leaders to identify employees ready for promotion and advancement across different functions. The HRBP actively supports discussions and transfers best practices from different functions within the HR organization. On a regular basis, this position will assist with recruiting, training, on/off boarding, employee relations, and data management. 
HR Business Partner 
The individual must exhibit the following core attributes of the TireHub commitment: 
<ul>
<li>
Approachable - If a company could smile, we would. Instead we rely on our people to show it. We care about each other and our customers because we know business only gets done right when people respect each other and value relationships. 
</li>
<li>
Adventurous - What TireHub is set up to do is intentionally outrageous. So, we readily embrace challenges with the courage to introduce new ideas and the ambition to build something unique. 
</li>
<li>
Relentless - We tackle our work with energy. We deliver on our commitments with enthusiasm. And we don't give up until we get to the end.  
</li>
<li>
Speedy - Speed is the currency in the tire industry. When we commit to a job, we get the job done – and we do it fast.  
</li>
</ul>
Role Specifics: 
<ul>
<li>
Regional HR presence- reports to the Director, Talent and Employee Relations 
</li>
<li>
Service Delivery- Supports recruiting, operations, along with learning and talent development 
</li>
<li>
Employee relations- including remote employee outreach and handling sensitive Hubber and legal matters 
</li>
<li>
Facilitates manager and Hubber engagement 
</li>
</ul>
<ul>
<li>
Assists with onboarding and orientation 
</li>
<li>
Assists with offboarding and exit interviews 
</li>
<li>
Provides compensation review and analysis (not approval) 
</li>
<li>
Reviews job changes, promotions, and analysis (Not approval) 
</li>
<li>
Minimum Regional travel of 50% 
</li>
</ul>
Performs additional responsibilities as requested* 
Competencies: 
<ul>
<li>
Exceptional people management problem 
</li>
<li>
Ethical Practice 
</li>
<li>
Business Acumen 
</li>
</ul>
<ul>
<li>
Relationship management 
</li>
<li>
Communication 
</li>
</ul>
Experience: 
<ul>
<li>
Bachelor's with 5 - 7 years of experience 
</li>
<li>
Minimum of 3 years as a HRBP with 3-5 years’ experience in a specialized HR discipline; recruiting, benefits administration, employee/labor relations, talent development, and HR operations. 
</li>
</ul>
<ul>
<li>
Experience with HR metrics, predictive analytics, and familiarity with HRIS. 
</li>
<li>
Experience with sensitive employee relations matters and labor legislation. 
</li>
</ul>
Knowledge, Skills, and Abilities: 
<ul>
<li>
Career level with a complete understanding and wide application of HR principles, theories, and concepts. Working under only general direction, provides solutions to a wide range of difficult problems. Independently determines and develops approach to solutions. 
</li>
<li>
High capacity for work and the ability to successfully balance competing priorities simultaneously. 
</li>
</ul>
<ul>
<li>
High attention to detail and data accuracy 
</li>
</ul>
This role supports TireHub's Southeast Region including Raleigh, Tampa, Jacksonville, Orlando, Charlotte, Charleston, Richmond, Greensboro, Miami, Fort Myers, Columbia, Suffolk, West Palm Beach, and Greenville.
The role is home-based within TireHub's Southeast Region and candidates must reside in one of the following metro areas: Tampa, FL, Orlando, FL, Charlotte, NC, Richmond VA, Miami, FL, Charleston, SC, or Fort Myers, FL.
The annual salary range for this role is $110,000 to $130,000

Human Resources Business Partner - Southeast

<h3>Job Description</h3>
Job DescriptionSalary: $19-23 
The INN Between is seeking a detail-oriented, people-focused Part-Time HR / People Operations Assistant to support our non-profit mission of providing medical respite and end-of-life care for individuals experiencing homelessness. 
RESPONSIBILITIES
Recruitment &amp; Onboarding
<ul>
<li>Assist with the recruitment process, including reviewing applications, vetting candidates, and scheduling interviews.</li>
<li>Support interview processes and prepare employment contracts/job offers for new hires.</li>
<li>Submit background checks, eVerify cases, certification verification, etc.</li>
<li>Coordinate logistics for new hire orientations to ensure a welcoming and informative experience.</li>
</ul>
Employee Records &amp; Compliance
<ul>
<li>Compile, maintain, and update employee records for a staff of ~25.</li>
<li>Ensure all state-required documentation is current and compliant.</li>
<li>Enter and update employee data in HR databases.</li>
</ul>
Benefits Administration
<ul>
<li>Manage employee insurance benefits with support from the Finance Manager.</li>
<li>Support employees in understanding their benefits and submitting timely applications and removals.</li>
</ul>
Training &amp; Development
<ul>
<li>Coordinate HR-related training programs with the Administrator to meet Assisted Living Facility requirements.</li>
<li>Track completion of required training and certifications.</li>
</ul>
Communication &amp; Employee Engagement
<ul>
<li>Respond to internal and external inquiries related to HR matters.</li>
<li>Oversee HR events, meetings, and management-employee communications.</li>
</ul>
HR Reporting &amp; Continuous Improvement
<ul>
<li>Prepare and submit reports on general HR activities.</li>
<li>Continuously stay informed of HR best practices to improve efficiency and workplace culture.</li>
</ul>
Qualifications
<ul>
<li>Previous experience in HR, people operations, or administrative support preferred.</li>
<li>Familiarity with HRIS systems (e.g., BambooHR) and other relevant software.</li>
<li>Strong organizational skills with attention to detail and accuracy.</li>
<li>Excellent written and verbal communication skills.</li>
<li>Ability to handle confidential information with discretion.</li>
<li>Knowledge of HR best practices and relevant state/federal employment laws preferred.</li>
</ul>
 
Work Environment
This position involves a mix of in-office and potential remote administrative tasks. Must be able to work collaboratively across departments and adapt to changing priorities in a dynamic nonprofit environment.
BENEFITS WHY WORK WITH US?
At The INN Between, we believe that caring for our team is just as important as caring for our residents. We are deeply committed to fostering a healthy, resilient, and supportive workplace where staff feel valued, equipped, and inspired to thrive both personally and professionally. By investing in the well-being and growth of our employees, we ensure that our mission-driven work is sustainable, compassionate, and impactful.
<ul>
<li>Be part of a unique, mission-driven organization that ensures individuals without housing have a safe place to recuperate or experience the end of life.</li>
<li>Hourly Rate: $19.00 $23.00 per hour, commensurate with experience and qualifications. This role offers the chance to grow into expanded responsibilities, including increased hours as our organization continues to grow.</li>
<li>Access to specialized positive psychology and resilience training, including stress management and reduction</li>
</ul>
<ul>
<li>401(k) plan with 4% employer match.</li>
<li>Cell phone stipend </li>
</ul>
Employment at The INN Between is on an at-will basis, which means that your employment may be terminated by you or by The INN Between at any time, for any reason or for no reason, with or without notice, and without any procedure or formality. The at-will nature of your employment is not affected by any of the guidelines of this Job Description and cannot be modified by any oral promise from any supervisor or by any other writing unless duly executed by the employee and the Executive Director. The INN Between reserves the right to change, replace, withdraw, or deviate from any of the guidelines contained in this Job Description without prior notice.

The INN Between is an equal opportunity employer. All qualified applicants are considered for employment without regard to their race, religion, ancestry, national origin, sex, sexual orientation, age, disability, marital status, domestic partner status, or medical condition.

Human Resources/People Operations Assistant

<h3>Job Description</h3>
Job Description
The Human Resources Manager serves as a consultant to business leaders to effectively remove barriers and align HR goals to business needs. Works with Centers of Excellence to develop and implement integrated solutions to client group. Formulates partnership across the HR function to deliver value added services to management and employees that reflect the business objectives of the organization. Works to build business capabilities, develop leaders, and drive change efforts. Ensures compliance to all federal and state regulations and company policies and procedures. Acts as a strategic partner to management to help identify KPIs to drive desired improved performance.
May include; 
<ul>
<li>Manages the activities of the FMLA HR support group, to ensure the needs of the facility and employees are met. </li>
<li>Supervises employees and carries out FMLA supervisory responsibilities in accordance with company’s policies and applicable laws. Responsibilities include interviewing, hiring and training employees; planning, assigning and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. </li>
<li>Maintains in-depth FMLA knowledge of legal requirements to reduce legal risks and ensure regulatory compliance </li>
<li>Analyzes trends and metrics (in partnership with specialist functions) to develop solutions, programs, and policies </li>
<li>Provides HR policy guidance and interpretation to help develop and implement Company programs. </li>
<li>Participates in the development and implementation of human resources goals, objectives and systems to better serve the employee. </li>
<li>Provides guidance and recommendations on organizational effectiveness and talent planning, succession planning, workforce retention, and employee engagement. </li>
<li>Recommends innovative approaches policies and procedures to effect continual improvement of human resources department and services provided. </li>
<li>Manages the FMLA, Timekeeping, Onboarding, Lobby and Mail room </li>
<li>Recommends human resource policy or operations changes, consistent with District human resource laws, rules, regulations, priorities, objectives, and any new mandates to the agency head and monitors implementation when approved </li>
<li>Ensures alignment to regional and global HR strategies, as well as to local, state, and federal regulatory requirements </li>
<li>Motivates, leads, and develops HR professionals to exceed branch HR goals </li>
<li>Analyzes complex and/or sensitive HR issues </li>
<li>Represents core values of integrity, vigilance, and excellence </li>
<li>Participates in additional projects to support ongoing business needs </li>
</ul>
Nature &amp; Scope:
<ul>
<li>Ensures work is aligned with the Director’s expectations, goals, and vision </li>
<li>Accountable for implementation of policies, processes, and procedures for short-term results</li>
<li>Decisions and problem-solving are guided by policies, procedures and business plan; receives guidance from Senior Manager/Director</li>
<li>Works on difficult to moderately complex issues and projects </li>
<li>Provides guidance and training to subordinates</li>
<li>Has authority to hire, recommend pay, establish performance and recommend for termination</li>
<li>Level of signing authority established by company policy/guidelines</li>
</ul>
Knowledge &amp; Skills:
<ul>
<li>Strong knowledge of multiple HR disciplines including compensation practices, organizational diagnostics, employee and union relations, diversity, performance management, employment laws etc. </li>
<li>Consulting, conflict management, and business acumen. </li>
<li>Strong and effective verbal / written communication, agility, and high emotional intelligence, and ability to effectively build credibility and rapport with client group. Outstanding listening skills and able to communicate clearly with people at all levels of the organization. </li>
<li>High level of attention to detail, accuracy, and analytical skills </li>
<li>Excellent time management skills and organizational skills </li>
<li>Strong change management and process improvement skills </li>
<li>Demonstrates strong people management skills </li>
<li>Strong working knowledge of MS Office – Excel, PowerPoint, Word, Outlook, and familiarity of HR database applications </li>
<li>Delegation—the individual delegates work assignments, gives authority to work independently, sets expectations and monitors delegated activities. </li>
<li>Ability to manage and administer a broad range of tasks including resolving complaints, counseling managers and employees on the interpretation of policies, procedures and union agreements. </li>
<li>Ability to use discretion and sensitivity of confidential information </li>
<li>Ability to work in a fast paced and rapid growing environment </li>
<li>Flexibility with work hours / days as needed </li>
</ul>
Experience:
<ul>
<li>Eight (8) years of HR experience </li>
<li>Three (3 +) years in a leadership/management role </li>
<li>High Volume Manufacturing environment experience is strongly preferred </li>
<li>FMLA experience STRONGLY preferred </li>
</ul>
Education/Certification:
<ul>
<li>Bachelor’s degree required degree in Human Resources, Business Administration or related field</li>
<li>HR related certification desired, SHRM preferred. </li>
</ul>
People Management: Yes
Physical Requirements / Work Environment:
<ul>
<li>Must be able to perform essential responsibilities with or without reasonable accommodations. Overnight and out-of-state travel as needed, though typically up to 25% depending upon assigned clients. Potential for hybrid or remote work. </li>
</ul>
Reports To:
<ul>
<li>Director, HR</li>
</ul>
Qualified Applicants must be legally authorized for employment in the United States. Qualified applicants will not require employer sponsored work authorization now or in the future for employment in the United States.
The Company provides equal employment opportunity to all employees and applicants regardless of a person’s race, color, religion (including religious dress or grooming practices), creed, national origin (including language use restrictions), citizenship, uniform service member or veteran status, ancestry, disability, physical or mental disability (including HIV/AIDS), medical condition (including cancer and genetic characteristics), genetic information, request for protected leave, marital status, sex, pregnancy, age (over 40), sexual orientation, gender, gender identity or expression, political affiliation, or any other characteristic protected by law. The Company will comply with all federal and state regulations and statutes pertaining to individuals with disabilities.

Manager, Human Resources Shared Services - FMLA

<h3>Job Description</h3>
Job Description
Position Title; HR Senior Manager/Generalist
Date Modified: July 27, 2023
FSLA Classification: Exempt
Reports to: Director of Finance and Operations
Mercy Center, a community center for women and children in the South Bronx, seeks a sharp, detail oriented, experienced individual who can share our passion and commitment to the community we serve. Mercy Center (<a href="http://www.MercyCenterBronx.org" target="_blank">www.MercyCenterBronx.org</a>) has served the women and families of Mott Haven, in one of the poorest Congressional Districts in the nation, for nearly 25 years Mercy Center currently has a budget of approximately $4.5M.
POSITION OVERVIEW
The HR Generalist is a part-time (24 hours per week) role that manages and administers a wide range of human resources functions for a team of 45+ staff, including but not limited to recruiting, onboarding, benefits and leaves of absence, payroll, performance management, total rewards, and training and development. They maintain compliance with relevant federal, state, and local statutes, and support the development of mission-aligned staff. The HR Generalist is the sole HR representative in the organization and will report to the Director, Finance &amp; Operations.
The HR Manager is a people-first position who establishes a balance between existing day to day practices applying HR knowledge and expertise with ability to analyze, assess strategy and help to achieve our mission driven goal to maintain and cultivate an exceptional staff culture. This position will assist the Director of Finance and Operations in developing a timeline and plans to achieve these objectives for the future organizational needs and provide guidance on policies and procedures, and support systems, as well as processes and tools for HR best practices. Through effective relationship-building and excellent communication skills, coaching, succession planning, training and development, performance management and compensation strategies, this role will assist in leading the Finance and Operations team to serve as a trusted resource to employees and leaders across the organization ensuring quality talent management and compliance for a dynamic and growing organization.
This position with a flexible schedule of 3 Days/24 hrs weekly working remotely and in Office. Equivalent Annual Salary $51,000
Essential functions
· Oversee Outsourced Online Payroll Service Provider
<ul>
<ul>
<li>Process semi-monthly payroll</li>
<li>Review timesheets</li>
<li>Review all changes, including deductions, leave balances, new hires and termination prior to processing</li>
<li>Review and rollover annual benefit premiums and deductions</li>
<li>Provide compensation data as needed to outside agency, including unemployment services, worker’s comp, garnishment etc.</li>
<li>Supply payroll and tax related information as needed.</li>
<li>Address payroll related questions from staff</li>
</ul>
</ul>
· Conduct onboarding enrollments and sessions, and coordinate exit logistics.
· Review, Develop and Oversee compliant and secure an online and hardcopy Employee personnel filing system
· Manage staff inquiries on processing paid time off and leaves of absence matters
· Handle the logistics of all hiring rounds, working within our Paycom Applicant Tracking System (ATS) to manage interview processes and produce reports 
· Assist in implementation, administration, and communication of Total Rewards (compensation and benefits) including base pay, executive compensation, incentive programs, wellness and retirement(403B)
· Oversee talent acquisition (recruitment and retention); review and vet all candidates, provide guidance and analysis on staffing needs, risks and opportunities.
· Create objective measures and standardized reporting to help leadership understand employee trends (turnover, attendance, performance, risks, compensation)
· Create a staff development and training program to include succession planning and cross training
· Execute regular employee engagement surveys for analysis by the team.
· Serve as the point person for our HR information systems (HRIS), ensuring data integrity, developing reconciling records with payroll, customizing and running reports
· Provide direction, guidance and ensure accurate responses to incident reports, investigations or performance interventions.
· Manage compensation cycles including annual base salary, promotion, bonus and equity review cycles. Work with Executive Director and Finance Director to develop compensation planning guidelines, and create manager trainings and employee communications associated with compensation cycles
· Mitigate risk and ensure compliance with labor laws and best practices. Ensure all legal federal/state/local compliance requirements are maintained; directly responsible for staying up to date on new regulations and ensuring communication, appropriate trainings, and enforcement
· Ensure Employee handbook and other related policies are updated as necessary
Other responsibilities time permitting
Review Safety and Security Policies
Establish strategic initiatives and operational goals that promote positive employee relations, employee satisfaction, retention, and career growth.
 Total Rewards development, management and analysis; develop an annual merit &amp; bonus review process; act as an expert resource during the year-end process; optimize total rewards offerings to attract top talent, foster retention and enhance engagement; determine and implement metrics that assess and monitor the effectiveness of ongoing rewards programs and new initiatives.
Serve as an advisor to the Executive Management Team on talent and staffing evaluation, performance management and development, total rewards, compliance and risk; anticipate obstacles and proactively offer and implement solutions to keep up with future strategic plans and the growth of the business.
 Work with the Executive Management Team Develop a compensation philosophy salary range structure that governs decisions and processes around base pay, bonuses, benefits or other incentives (including investments in employee's professional development/training) ensuring competitive, equitable and aligned with organizational goals
Qualifications
· 5 years of multi-faceted HR Generalist experience (payroll, benefits, employee relations, compliance, policy creation and enforcement, recruitment, workforce planning and development, internal communications, leadership guidance) required with at least 2 in a management position
· Bachelor’s degree in a relevant field or 6-years equivalent of direct HR experience
· SHRM-CP/SCP, PHR, SPHR, certifications preferred; advanced certifications a plus: Certified Compensation Professional (CCP), Certified Executive Compensation Professional (CECP), Certified Equity Professional (CEP), Certified Employee Benefits Specialist (CEBS), Certified Benefits Professional (CBP), Gallup/Coaching certifications
· Demonstrated experience in organizational development and change (infrastructure and talent) management; recruitment and workforce planning experience with a growing organization
· Direct experience with total rewards development and management including compensation structure plan and design, benefits offerings, equity, executive pay, incentive plan strategy and administration 
· Conflict and grievance management experience
· Knowledge of local, state, federal labor laws and best practices for risk mitigation (FLSA, ACA, FMLA, PFL, workers’ comp) and other NYC compliance regulations with the ability to formulate them into organizational policies
· Demonstrated HR experience with senior leaders and managers; coaching, counsel, diplomacy, thought partner with ability to inspire confidence and change to develop skills and opportunities
· HRIS management experience; skilled in leveraging HR technology to support business decisions and utilizing automation to support efficiency; Paycom desired
· Experience with performance management or employee engagement development, metrics, tools
Excellent communication skills both verbal and written
· Extensive knowledge with Microsoft software (Outlook, Excel, Word, PowerPoint); additional software experience with Zoom, WebEx, Teams, or SharePoint platforms a plus
· Able to work onsite as necessary;
Competencies/Additional
· Strong time management skills (follow-up, follow-through, meeting deadlines) for self and ensuring accountability for the team
· Self-motivated, strong work ethics and standards, responsive, accountable, thorough, analytical
· Strong interpersonal skills, active listener, ability to build relationships, develop trust and influence change for employees at all levels including leadership
· Personality: collaborative, transparent, approachable, people-centric, strong communicator (written, verbal, interpersonal), considerate, compassionate, good-humored and positive culture builder
· Up for a challenge; flexible yet firm, adaptable, strategic thinker and arranger in a dynamic and growing environment
· Experience managing or developing a hybrid workforce (on-site, remote, variety of fields/trades)
· Experience developing presentations and other communication materials for use with senior level executives or all staff
· Commitment to driving equity, diversity and inclusion at all levels of the organization
· Nonprofit / volunteer leadership experience a plus
· Management consulting, finance or operational backgrounds a plus
· Knowledge of additional language(s) a plus 
· TIME COMMITMENT
Part-time schedule — minimum of 24 hours weekly.
We are seeking a Senior Human Resources Manager to join our team. This position can be structured as part-time or full-time, depending on the candidate’s availability and the organization's needs. Compensation is $43.54 per hour, with a full-time equivalent salary of approximately $90,000–$100,000 annually. Flexible scheduling is available.

Senior Human Resources Manager

<h3>Job Description</h3>
Job Description
Overview
Join a Team That Changes Lives
For more than 170 years, Elwyn has been leading the way in supporting children, teens, and adults with autism, intellectual and developmental disabilities, and behavioral health challenges. As a mission-driven nonprofit, we’re here to create real change – helping people lead meaningful, fulfilling lives.
Now, we’re looking for passionate team members to join us. Here, your work will change lives – including your own. You’ll make an impact every day, find purpose in what you do, and grow in a career that truly matters.
At Elwyn, we take care of you while you care for others. We offer:
<ul>
<li>Generous Paid Time Off</li>
<li>Comprehensive Medical/Dental/Vision Benefit Packages</li>
<li>Earned Wage Access/On-Demand Pay</li>
<li>Paid On-the-Job Training</li>
<li>Tuition Reimbursement</li>
<li>Career Advancement Opportunities and Growth</li>
<li>Flexible Schedules</li>
<li>Retirement Savings Plan</li>
</ul>
Join us and be a part of something bigger. Apply today.
 
Responsibilities
Elwyn seeks an HR Systems Administrator for Talent Systems to serve as the primary technical lead for the maintenance, optimization, implementation, and integrations relating to Elwyn’s Applicant Tracking System (iCIMS), as well as Pre-Boarding and Onboarding modules. As part of the Human Resources Management Systems (HRMS) Team, this role ensures the efficient operation and continuous improvement of talent systems to support hiring and pre-boarding processes. The position is primarily remote, with occasional travel to Elwyn locations—typically the headquarters in Media, PA—for training and team meetings. 
DUTIES AND RESPONSIBILITIES
<ul>
<li>Act as liaison between Talent Acquisition, HR Systems on all applicable system functions and technical processes including but not limited to creation and maintenance of requisitions, candidate profiles, master table data, and communications ensuring a best-in-class candidate experience through the application and onboarding process and which complies with all state, federal, and contractual requirements</li>
<li>Work with the designated affirmative action plan (AAP) coordinator to ensure all system processes comply with federal regulations</li>
<li>Provide technical subject matter expertise (SME) around the optimization and streamlining of system processes within the ATS, Employee Portal, Pre-boarding Module, I-9 Module, Employee Document Module, and Elwyn’s Career Website via automation and creation of standard operating procedures (SOP), ensuring modern, compliant, and usable business systems </li>
<li>Configure, update, and test all pre-approved forms and fields including system documents and communications related to recruiting, screening, selection, and pre-boarding employees </li>
<li>Support all integrations with screening and selection services (SASS) vendors continuously looking for ways to improve the automation to reduce the need for manual/external efforts of these processes</li>
<li>Provide technical process support on the development and delivery of user training for all levels, candidate/employee, manager, practitioner and multiple methods, paper job aides, live training events, and guided online tutorials</li>
<li>The HR Admin, Talent Systems leverages iCIMS CXM by partnering with Talent and Marketing teams to create and implement targeted email campaigns that enhance the candidate experience.</li>
<li>Identify, analyze, and document process flows, system diagrams, and data models for all systems in the talent systems group </li>
<li>Maintain integrity of talent systems by conducting routine audits of data, processes, and user access </li>
<li>Work closely with Director, HR Management Systems to configure, assign, and maintain administration of user security within applicant tracking system and onboarding module, adjusting access automations when needed, and maintaining documentation on permissions assigned </li>
<li>Work closely with Onboarding Manager, Recruiting Team Lead, Director of People Readiness and Executive Director, Talent Acquisition on system trends identifying where functional processes should be changed or trained to improve system performance</li>
<li>Provide oversight and guidance to system administrators and operational leaders with assigned tasks to ensure all talent systems and processes meet all data privacy, compliance, and regulatory requirements for all geographies and industries </li>
<li>The HR Admin, Talent Systems supports all advanced routine and ad-hoc reporting for talent systems with tasks including but not limited to producing, reconciling, and publishing reports requested by Operational Management and Human Resources Business Partners. Provide process guidance for talent team administrators to confidently run routine reports</li>
<li>Drive efficient reporting metrics and analytics such as Applicant Information Reporting and Time to Fill Dashboard and analyze impacts to downstream reporting and systems by establishing benchmark data.</li>
<li>Lead issue resolution efforts across end-users, peer support groups, technical support teams, and vendors as required </li>
<li>Work closely with systems vendors to resolve any systems-related issues, implement required updates, and design and maintain system interfaces </li>
<li>Play key role in project efforts including defining project scope, development of workplans and timelines of projects including but not limited to any applicant management, preboarding and onboarding, and employee portal system upgrades, configurations, and any needed integrations with other existing systems</li>
<li>Act as project lead for talent systems including development of operational and business requirements, analysis, functional design, configuration, testing, and implementation. </li>
<li>The HR Administrator, Talent Systems acts as the talent systems technical SME on all future company acquisitions, system upgrades and implementations </li>
<li>Proactively seek ways to stay current on knowledge of systems technology, industry requirements, trends, and skills by taking training courses, maintaining enrollment in HR membership associations or networking with others involved in talent systems administration</li>
<li>Support other HR Systems Administrators on projects and processes contingent to talent systems and cross-train across all HR platforms to ensure seamless coverage and operational continuity.</li>
<li>Performs other duties as assigned</li>
</ul>
EDUCATION/EXPERIENCE/SKILLS REQUIREMENTS:
<ul>
<li>Five (5) years' experience working in Human Resources and HR technology, with at least two (2) years experience in Talent Acquisition area</li>
<li>Experience in both functional and technical HR roles is preferred </li>
<li>Experience with iCIMS required. Knowledge of UKG preferred but not required.</li>
<li>Must hold iCIMS Certified ATS User Admin Certification or obtain within one year of hire.</li>
<li>Ability to provide support, mostly virtual, to a complex workforce with wide range of technical capabilities</li>
<li>Experience with Human Services industry or other industry with large and complex regulatory requirements </li>
<li>Prior experience with unionized workforces, remote workforces, federal contract application and reporting requirements; candidate data collection requirements for federal contractors highly desired</li>
<li>Demonstrated advanced experience with Microsoft suite including Excel (pivot tables, databases, formulas), MS Word, Outlook, Teams, and PowerPoint</li>
<li>Proven track record to find solutions to problems </li>
<li>Proven track record for process improvement and efficiency</li>
<li>Demonstrates meticulous attention to detail and high level of data accuracy</li>
<li>Demonstrated ability to work effectively as part of a team</li>
<li>Demonstrated positive attitude which inspires other team members</li>
<li>Demonstrated strong time management and organizational skills</li>
<li>Ability to work in a fast-paced environment and manage and prioritize multiple, often competing, priorities</li>
<li>Must possess excellent customer service skills and written and verbal communication skills, </li>
<li>High level of professionalism and ability to work with and interact with company personnel at all levels</li>
<li>Must possess a current, valid driver's license in state of residence, have a minimum of two (2) years of driving experience within the United States, and have an acceptable driving record.</li>
<li>Position may require travel (less than 10%) to Elwyn locations within the US</li>
</ul>
Company DescriptionFor more than 170 years, Elwyn has been leading the way in supporting children, teens, and adults with autism, intellectual and developmental disabilities, and behavioral health challenges. As a mission-driven nonprofit, we’re here to create real change – helping people lead meaningful, fulfilling lives. Now, we’re looking for passionate team members to join us. Here, your work will change lives – including your own. You’ll make an impact every day, find purpose in what you do, and grow in a career that truly matters. At Elwyn, we take care of you while you care for others. 
<h3>Company Description</h3>
For more than 170 years, Elwyn has been leading the way in supporting children, teens, and adults with autism, intellectual and developmental disabilities, and behavioral health challenges. As a mission-driven nonprofit, we’re here to create real change – helping people lead meaningful, fulfilling lives.\r\n\r\n\r\n\r\nNow, we’re looking for passionate team members to join us. Here, your work will change lives – including your own. You’ll make an impact every day, find purpose in what you do, and grow in a career that truly matters.\r\n\r\nAt Elwyn, we take care of you while you care for others.

Human Resources Administrator, Talent Systems

<h3>Job Description</h3>
Job DescriptionWhy Charlie Health?
Millions of people across the country are navigating mental health conditions, substance use disorders, and eating disorders, but too often, they're met with barriers to care. From limited local options and long wait times to treatment that lacks personalization, behavioral healthcare can leave people feeling unseen and unsupported.
Charlie Health exists to change that. Our mission is to connect the world to life-saving behavioral health treatment. We deliver personalized, virtual care rooted in connection—between clients and clinicians, care teams, loved ones, and the communities that support them. By focusing on people with complex needs, we're expanding access to meaningful care and driving better outcomes from the comfort of home.
As a rapidly growing organization, we're reaching more communities every day and building a team that's redefining what behavioral health treatment can look like. If you're ready to use your skills to drive lasting change and help more people access the care they deserve, we'd love to meet you.
About the Role
The HR Business Partner will play a pivotal role in shaping Charlie Health's success. This position requires a results-oriented and data-driven leader with exceptional communication skills. The ideal candidate will possess a strong background in HR management, with expertise in compensation, compliance, employee relations, and people analytics. They will be responsible for designing and implementing People strategies that align with our company's mission, values, and long-term objectives.
The HR Business Partner will report to and partner closely with the Director, HRBP to develop a comprehensive People strategy. 
Our team is comprised of passionate, forward-thinking professionals eager to take on the challenge of the mental health crisis and play a formative role in providing life-saving solutions. We are looking for a candidate who is inspired by our mission and excited by the opportunity to build a business that will impact millions of lives in a profound way.
Duties &amp; Essential Job Functions:
<ul>
<li>Staff development and coaching</li>
<ul>
<li>Partner with leaders to develop performance review frameworks, career development pathways, and standardized protocols for managing team member performance</li>
<li>Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions)</li>
<li>Lead communication and training for organization-wide performance initiatives (e.g., bi-annual review cycle); ensure effectiveness of initiatives and foster engagement from leaders and managers</li>
<li>Leverage employee survey data to generate actionable insights and improve employee job satisfaction</li>
<li>Analyze trends and metrics in People data in partnership with the HR group to develop solutions, programs, and policies that improve employee performance</li>
</ul>
<li>Employee relations</li>
<ul>
<li>Advise leaders on employee relations matters, including consideration of relevant employment laws; conduct effective, thorough, and objective investigations</li>
<li>Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance</li>
</ul>
<li>Organizational Development</li>
<ul>
<li>Partner with leaders to assist with the development of org. structures, career paths, competency matrices, and job scope requirements</li>
<li>Identify, recommend, and implement programs aimed at increasing leadership and organizational effectiveness and retaining hi-po / hi-per employees</li>
<li>Identify training needs for business units and individual executive coaching needs</li>
<li>Collaborate with the cross-functional teams to implement training programs and foster engagement and job satisfactionn</li>
</ul>
</ul>
Qualifications:
<ul>
<li>Minimum of 5 years of experience resolving complex employee relations issues</li>
<li>Proven track record of successfully managing complex HR projects and initiatives in a rapidly scaling and preferably remote-first, multi-state environment</li>
<li>Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies</li>
<li>Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors</li>
<li>Experience leveraging data to drive performance management and people strategy </li>
<li>Please note that this position is located in Nashville and is expected to adhere to a 4-day in-office hybrid work schedule. </li>
</ul>
Benefits
Charlie Health is pleased to offer comprehensive benefits to all full-time, exempt employees. Read more about our benefits here.
Additional Information
The expected base pay for this role will be between $116,000 and $154,000 per year at the commencement of employment. However, base pay will be determined on an individualized basis and will be impacted by location and years of experience. Further, base pay is only part of the total compensation package, which, depending on the position, may also include incentive compensation, discretionary bonuses, other short and long-term incentive packages, and other Charlie Health-sponsored benefits. #LI-HYBRID
Our Values
<ul>
<li>Connection: Care deeply &amp; inspire hope.</li>
<li>Congruence: Stay curious &amp; heed the evidence.</li>
<li>Commitment: Act with urgency &amp; don't give up.</li>
</ul>
Please do not call our public clinical admissions line in regard to this or any other job posting.
Please be cautious of potential recruitment fraud. If you are interested in exploring opportunities at Charlie Health, please go directly to our Careers Page: <a href="https://www.charliehealth.com/careers/current-openings" target="_blank">https://www.charliehealth.com/careers/current-openings</a>. Charlie Health will never ask you to pay a fee or download software as part of the interview process with our company. In addition, Charlie Health will not ask for your personal banking information until you have signed an offer of employment and completed onboarding paperwork that is provided by our People Operations team. All communications with Charlie Health Talent and People Operations professionals will only be sent from @charliehealth.com email addresses. Legitimate emails will never originate from gmail.com, yahoo.com, or other commercial email services.
Recruiting agencies, please do not submit unsolicited referrals for this or any open role. We have a roster of agencies with whom we partner, and we will not pay any fee associated with unsolicited referrals.
At Charlie Health, we value being an Equal Opportunity Employer. We strive to cultivate an environment where individuals can be their authentic selves. Being an Equal Opportunity Employer means every member of our team feels as though they are supported and belong. We value diverse perspectives to help us provide essential mental health and substance use disorder treatments to all young people.
Charlie Health applicants are assessed solely on their qualifications for the role, without regard to disability or need for accommodation.
By submitting your application, you agree to receive SMS messages from Charlie Health regarding your application. Message and data rates may apply. Message frequency varies. You can reply STOP to opt out at any time. For help, reply HELP.

Human Resources Business Partner

<h3>Job Description</h3>
Job Description
Purpose of Position: The Finance and Human Resources Manager is responsible for ensuring strong financial stewardship and operational accountability in support of the organization’s mission. This role oversees financial operations, compliance, and planning while implementing systems that promote transparency and effectiveness. This position also plays a critical role in supporting a mission-driven, equitable, and inclusive workplace by managing human resource functions for the organization. This is a &nbsp;salaried/exempt position, estimated to be 70%-75% FTE, reporting to the Executive Director. The office is based in Berkeley, California. Work hours are very flexible, with options for a hybrid work schedule (office and remote).
Financial Management (70%)
<ul>
<li>Develops and maintains internal financial policies, procedures, systems, and controls to support accountability, compliance, and nonprofit best practices. &nbsp;</li>
<li>Manages fund accounting to ensure accurate tracking and reporting of restricted, unrestricted, and grant-specific funds. &nbsp;</li>
<li>Oversees the organization’s annual operating budget (approximately $1.5 million), monitoring performance and ensuring alignment with strategic and programmatic priorities. &nbsp;</li>
<li>Collaborates with the Executive Director and program staff to develop the annual budget and participate in strategic financial planning and evaluation. &nbsp;</li>
<li>Performs daily and monthly accounting tasks, including accounts payable and receivable, deposits, bank reconciliations, and general ledger entries. &nbsp;</li>
<li>Utilizes QuickBooks (nonprofit version) to maintain accurate and up-to-date financial records and reporting. &nbsp;</li>
<li>Prepares timely monthly financial statements, forecasts, and budget-to-actual reports for internal use and board review. &nbsp;</li>
<li>Coordinates closely with the Development team to track donations, grants, and restricted revenue to ensure accurate and compliant financial reporting. &nbsp;</li>
<li>Prepares financial reports for all grantors and funding sources and ensures full compliance with grant, contract, and donor requirements. &nbsp;</li>
<li>Leads the preparation for the annual audit and annual tax filings (e.g., IRS Form 990) in collaboration with independent auditors. &nbsp;</li>
<li>Works with program staff to monitor individual program budgets and support effective resource planning and utilization. &nbsp;</li>
<li>Prepares and presents financial updates to the Board Finance Committee and full Board at regular meetings. &nbsp;</li>
<li>Maintains records for all agency financial agreements, including contracts, leases, loans, insurance policies, and benefits, and serves as Custodian of Records.</li>
</ul>
Human Resources Management (30%)
·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Leads recruitment efforts by posting job openings, supporting candidate outreach, and coordinating initial screening processes to attract diverse and qualified applicants aligned the organization’s mission and values.
<ul>
<li>Facilitates a welcoming and effective onboarding experience by providing orientation, initial training, and ensuring new staff understand organizational policies, procedures, and culture. &nbsp;</li>
<li>Manages compensation and benefits administration, including accurate and timely payroll processing, overseeing employee salary data, and serving as the primary liaison with benefits vendors. &nbsp;</li>
<li>Ensures compliance with all applicable labor laws, organizational policies, and best practices, updating HR documentation and internal procedures as needed. &nbsp;</li>
<li>Partners with the Executive Director to foster a positive, inclusive, and productive workplace by addressing employee concerns, celebrating milestones (such as birthdays and work anniversaries), and promoting the use of staff development resources.</li>
<li>Designs and maintains equitable performance management systems that align job descriptions, workplans, evaluations, and supervisory practices with the organization’s strategic goals—while advancing staff development and strengthening organizational capacity. &nbsp;</li>
<li>Maintains accurate and confidential employee records and oversees the processing of all employee changes, including promotions, terminations, and benefits updates.</li>
</ul>
·&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Maintains employee records and is responsible for processing all employee changes.
Minimum Qualifications:
<ul>
<li>Bachelor’s degree in public or business administration, or a related field preferred; equivalent relevant work experience will be considered. &nbsp;</li>
<li>At least three (3) years of experience in a non-profit organization, with a strong track record in managing complex administrative and managerial responsibilities, including financial oversight. &nbsp;</li>
<li>In-depth knowledge and practical experience in public sector or non-profit fund accounting and financial management, including financial reporting, transaction processing, grant and contract administration, and general administrative functions supporting a non-profit environment. &nbsp;</li>
<li>Proficient in QuickBooks Online or similar non-profit accounting software. &nbsp;</li>
<li>Exceptional interpersonal, organizational, and analytical skills; demonstrated ability to manage multiple projects and tasks efficiently while exercising sound judgment and discretion. &nbsp;</li>
<li>Excellent verbal and written communication skills. &nbsp;</li>
<li>Demonstrated integrity and professionalism, with the ability to collaborate effectively with diverse staff, leadership, and board members. Strong commitment to public service and mission-driven work.</li>
</ul>
Company DescriptionThe Women’s Cancer Resource Center (WCRC) has been serving the East Bay Area since 1986, primarily clients in Alameda and Contra Costa Counties. More than 80% of our clients are people of color, and 67% are low-income. WCRC staff have long observed that cancer is not the greatest concern for the low-income and systematically marginalized individuals we serve. Limited access to primary health care, inadequate health services and financial resources, language and cultural barriers, racism, and mistrust of medical systems contribute to late diagnosis and earlier death, especially for African American, Latinx, and other groups of low-income people diagnosed with cancer. WCRC provides a set of comprehensive, coordinated services that include cancer navigation, financial assistance, peer support, wellness programs, and referrals to wraparound services to mitigate these problems for people with limited access to essential, life-giving care. As a highly committed, equity-focused organization, advancing equity in cancer support and reducing disparities at every stage are our fundamental goals. Our diverse and highly skilled staff team is committed to cultural humility and is made up of people who represent the communities we serve. We work to ensure that our clients feel seen, heard, and supported through their cancer experience. . 
<h3>Company Description</h3>
The Women’s Cancer Resource Center (WCRC) has been serving the East Bay Area since 1986, primarily clients in Alameda and Contra Costa Counties. More than 80% of our clients are people of color, and 67% are low-income. \r\nWCRC staff have long observed that cancer is not the greatest concern for the low-income and systematically marginalized individuals we serve. Limited access to primary health care, inadequate health services and financial resources, language and cultural barriers, racism, and mistrust of medical systems contribute to late diagnosis and earlier death, especially for African American, Latinx, and other groups of low-income people diagnosed with cancer. WCRC provides a set of comprehensive, coordinated services that include cancer navigation, financial assistance, peer support, wellness programs, and referrals to wraparound services to mitigate these problems for people with limited access to essential, life-giving care. \r\nAs a highly committed, equity-focused organization, advancing equity in cancer support and reducing disparities at every stage are our fundamental goals. Our diverse and highly skilled staff team is committed to cultural humility and is made up of people who represent the communities we serve. We work to ensure that our clients feel seen, heard, and supported through their cancer experience. \r\n.

Finance and Human Resources Manager

<h3>Job Description</h3>
Job DescriptionSalary: $23,000 - $50,000/ year 
ABOUT YLABS
YLabs is a leading global design and research organization working to improve health and economic opportunity for young people 1024 years old. Founded in 2014 at the Harvard Innovation Lab, YLabs partners with young people in sub-Saharan Africa, South Asia, and North and Central America to design, test, and advocate for youth-driven solutions that address key challenges to young peoples health and economic opportunity worldwide. YLabs desired global impact for youth is improved health and wellness, climate resilience, and increased economic opportunity. Our global teams have worked in 18 countries to date on projects spanning topics including mental health, sexual and reproductive health, HIV, youth entrepreneurship, and climate action. Find out more about our projects here: <a href="https://www.ylabsglobal.org/work" target="_blank">https://www.ylabsglobal.org/work</a>
Our team of physicians, designers, economists, public health professionals, and educators bring a unique mix of human-centered design, adolescent health, evaluation, economic and health outcome evaluation, behavioral science, and implementation know-how to the global problems facing youth.
We are currently a fully remote organization.
JOB SUMMARY
YLabs is seeking a Senior Operations Manager (Human Resources) to join our global Operations and Finance team and support our wider organization on administrative, talent, and compliance management.
A successful candidate has experience in business operations, human resources, recruiting, and/or customer service and is highly organized, an excellent communicator, and able to successfully demonstrate how they balance competing priorities for our small and growing organization.
The person in this role will be involved in supporting the Operations &amp; Finance team across multiple functions, including, but not limited to, talent acquisition and onboarding, facilities and tools management, the development and implementation of organizational policies, and employee experience. A strong attention to detail, advanced technological fluency, and a curious roll-up-your-sleeves attitude are all key requirements of the role.
The role will be supervised by our Director of Finance and Operations, working closely with our Senior Operations Manager (Employee Experience), and be supported by our wider Operations &amp; Finance team.
JOB TYPE
This is a full-time position, which requires the ability to legally work in the US or Rwanda.
This job involves significant collaboration with our global Finance &amp; Operations Team members, who are located across different time zones. The role will require the ability to conduct meetings until 7pm CAT multiple times per week.
ABOUT YLABS COMPENSATION
YLabs adheres to Project Fairs principles and standards to establish equity in pay with the overriding principle of equal pay for work of equal value outlined in the Sustainable Development Goals. All salary ranges are based on level within the organization and are competitive to regional and national salary benchmarks, based on the respective office location.
PAY RATE
The pay range for this position is gross $23,000 - $50,000 or the equivalent in Rwandan Francs per year, and is commensurate with experience and regional location of the candidate.
RESPONSIBILITIES:
<ul>
<li>People Operations (25%)
<ul>
<li>Lead human resources activities for YLabs, including preparation of personnel records, execution of payroll, management of bi-annual performance management processes, and appropriate handling &amp; escalation of sensitive personnel issues</li>
<li>Lead the annual enrollment of Staff and implementation of YLabs benefits packages, including, but not limited to, ensuring that the packages are competitive, comprehensive, compliant, and support YLabs goals around staff retention.</li>
<li>Oversee the management and maintenance of YLabs HRIS System (Bamboo HR)</li>
<li>Lead the organization-wide revision and implementation of our Skills Matrix, in line with industry standards and YLabs stage of growth &amp; strategic priorities</li>
</ul>
</li>
</ul>
<ul>
<li>Legal &amp; Compliance (25%):
<ul>
<li>Ensure YLabs is in full legal compliance with established regulations relevant to the geographies where we work</li>
<li>Co-lead, with the Employee Experience Manager, the development, adaptation and monitoring of policies to ensure they are properly implemented for the Organisation.</li>
<li>Revise and/or formulate compliant policies in line with YLabs culture, vision, and work, and promote their global implementation</li>
<li>Advise and train managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances</li>
<li>Participate in and support the documentation of investigations of workplace complaints and allegations such as discrimination, harassment, retaliation, hostile work environment, and policy violations in accordance with set policies and relevant legislation.</li>
<li>Manage all business registrations and other business matters related to the Rwandan entity, to ensure that tax compliance requirements are up-to-date</li>
</ul>
</li>
</ul>
<ul>
<li>Learning and Org Development (25%)
<ul>
<li>Work with senior management on establishing and overseeing the strategic direction of the organizations learning and development efforts</li>
<li>Develop and implement a succession plan for key positions in the organization, including identifying future leaders and creating development plans for them</li>
<li>Provide leadership in creating an organizational culture that promotes lifelong learning</li>
<li>Create or lead the development of training topics, materials, and content for staff onboarding sessions.</li>
</ul>
</li>
</ul>
<ul>
<li>Vendor and Inventory Management (15%)
<ul>
<li>Manage and maintain all team equipment, supplies, and organizational technology requests</li>
<li>Manage access to YLabs organizational software and tools</li>
<li>Serve as the liaison between our Kigali-based vendors and YLabs, managing all correspondence and our overall relationship</li>
<li>Ensure all our Kigali-based vendor contracts are updated and stored accordingly</li>
<li>Actively troubleshoot and resolve any staff-identified issues across YLabs tools &amp; platforms</li>
</ul>
</li>
</ul>
<ul>
<li>Financial Administration (10%)
<ul>
<li>Approve all payments processed from the Rwanda office</li>
<li>Support with developing &amp; managing the organizational indirect budget</li>
</ul>
</li>
</ul>
YOU ARE:
<ul>
<li>Highly detail-oriented</li>
<li>Well-organized with strong demonstrated internal systems of organization</li>
<li>An excellent oral and written communicator with strong interpersonal skills to represent YLabs in external and internal settings</li>
<li>An efficient prioritizer who can effectively manage multiple tasks and priorities</li>
<li>A pro at independently balancing recurring and ad-hoc responsibilities</li>
<li>Always seeking feedback and input from others to incorporate into your work product</li>
<li>Willing to do the unglamorous work to keep our organization well-oiled and running smoothly</li>
<li>A quick learner, and willing to incorporate feedback from a variety of stakeholders to improve your work product</li>
<li>Excited by the opportunity to work in a highly collaborative, multi-disciplinary, diverse global team</li>
<li>Curious and creative in exploring, testing and iterating on new ideas to improving existing processes</li>
</ul>
YOU HAVE:
<ul>
<li>Five to eight years of experience in similar roles, including, but not limited to Operations, Human Resources, Recruitment, Customer Experience, though we will consider those with less experience and the right skills</li>
<li>Personal qualities of integrity, credibility, and unwavering commitment to YLabs mission</li>
<li>Strong technological fluency to learn and utilize tools and software to support our primarily remote environment</li>
<li>Experience in the organizational policy development life-cycle, including researching of best practices, developing content, and successful implementation</li>
<li>Demonstrated ability to develop processes from ambiguous spaces. You enjoy rolling up your sleeves to learn a new program, research a new policy, develop a process, and train other staff</li>
<li>Unwavering integrity navigating confidential people operations initiatives and issues, as they arise</li>
</ul>
DESIRABLE:
<ul>
<li>Experience working with a global organization</li>
<li>Experience in a customer-facing environment</li>
<li>Experience in managing recruitment and hiring processes</li>
<li>Experience in a communications-focused role</li>
<li>Knowledge of general regulatory compliance</li>
</ul>
APPLICATION PROCESS
This posting will be open from July 28, 2025. Applications will be reviewed on a rolling basis by our Hiring Committee. YLabs recognizes the effort that goes into submitting an application; all applications received during the posting period will be reviewed, and all candidates will be notified of their application status once the hiring process begins.
All YLabs offers of employment are conditional on satisfactory background check and criminal record clearances.
 remote work

Senior Operations Manager (Human Resources)

<h3>Job Description</h3>
Job Description
Are you exploring your next career opportunity but not sure where to start? We're here to help!
Workforce Solutions partners with companies to find the perfect match between top talent and the right role. If you're seeking a new job in the Human Resources field, submit your resume today!
Some job titles you may be seeking could include:
<ul>
<li>HR Generalist/Coordinator</li>
<li>HR Manager/Director</li>
<li>Talent Acquisition/Recruiter</li>
<li>Employee Relations Specialist</li>
<li>Benefits &amp; Compensation Analyst</li>
<li>Diversity, Equity &amp; Inclusion Specialist</li>
<li>HRIS Analyst/HR Technology Specialist</li>
<li>Payroll Specialist/Manager</li>
<li>Training Coordinator/Manager</li>
<li>Learning and Development Specialist</li>
</ul>
By joining our talent network, you'll gain access to job openings that match your skills, experience, and career goals. Whether you're looking for a full-time, part-time, remote, hybrid, or onsite position, our team of expert recruiters is dedicated to connecting you with roles that fit your needs.
Ready to find your next opportunity? Submit your resume, and let us help you take the next step in your career journey!

General Interest: Human Resources Roles

<h3>Job Description</h3>
Job DescriptionTax Director (90% remote)
We are a mid-sized public accounting firm based in Methuen, MA, and we are looking to hire a Sr. Tax Manager or Tax Director to oversee our tax department. We are extremely flexible on in-office vs remote and in this role you could work from home the majority of the time and come in occasionally for team building or client meeting purposes only.
We plan to pay a base of 150-180K + bonuses and great benefits in this role.
Key Responsibilities:
- Manage the tax department and ensure all tax activities and deadlines are met - Provide high-level tax planning advice to clients - Manage and review tax returns for individuals, partnerships, corporations, and non-profit organizations - Conduct tax research and analysis to address complex tax issues that arise during client engagements - Work closely with clients to identify potential tax planning opportunities - Supervise, coach, and mentor team members - Provide training and professional development opportunities - Liaise with clients and provide excellent client service - Identify ways to improve processes to maximize efficiency and quality of service within the firm &nbsp;
Qualifications:
- Bachelor's degree in accounting, finance, or related field - Certified Public Accountant (CPA) or Enrolled Agent (EA) license required - Minimum of 5 years of tax experience with a strong background in public accounting - Ability to work collaboratively in a team environment - Strong communication and interpersonal skills - Ability to prioritize tasks and meet deadlines - Excellent attention to detail and accuracy in work - Proficiency in tax software and financial analysis tools
 - For this position, you must be currently authorized to work in the United States without the need for sponsorship for a non-immigrant visa. This job was first posted by CyberCoders on 09/03/2025 and applications will be accepted on an ongoing basis until the position is filled or closed.CyberCoders is proud to be an Equal Opportunity Employer All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, sexual orientation, gender identity or expression, national origin, ancestry, citizenship, genetic information, registered domestic partner status, marital status, status as a crime victim, disability, protected veteran status, or any other characteristic protected by law. CyberCoders will consider qualified applicants with criminal histories in a manner consistent with the requirements of applicable state and local law, including but not limited to the Los Angeles County Fair Chance Ordinance, the San Francisco Fair Chance Ordinance, and the California Fair Chance Act. &nbsp;CyberCoders is committed to working with and providing reasonable accommodation to individuals with physical and mental disabilities. Individuals needing special assistance or an accommodation while seeking employment can contact a member of our Human Resources team at <a href="mailto:Benefits@CyberCoders.com" target="_blank">Benefits@CyberCoders.com</a> to make arrangements.

1,510 Remote Human Resources Director Jobs