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<h3>Job Description</h3>
Job Description
Note: This is a remote opportunity that requires regular travel.&nbsp; Start a new career as a Client Human Resources Director with Procare HR!
At Procare HR, we're on a mission to transform workforce outcomes for care providers through our industry-focused HR services model. We offer comprehensive HR services, including payroll processing, benefits administration, workers compensation management, and general HR support. Our core values drive our culture, emphasizing positivity, curiosity, accountability, gratitude, and growth.
Why choose Procare HR?
<ul>
<li>Salary&nbsp;is $95,000 - $110,000/year | Credit given for experience</li>
<li>Great Benefits Available</li>
<li>This is a remote work opportunity with weekly travel to client's local Senior Care communities</li>
</ul>
How you will make an impact:&nbsp; As the Client Human Resources Director, you will act as the principal liaison and advocate for our clients. You will play a key part in the client's leadership structure, providing insight into HR strategies and Procare services that are tailored to the individual needs of the client. The right candidate for this role will have extensive experience in HR within senior care settings, specifically Skilled Nursing Facilities and will have presentation, project management, and consulting skills that will make them an asset to our team and the clients they serve.&nbsp;
What you will need:&nbsp;
<ul>
<li>Must be a resident of Massachusetts</li>
<li>Bachelor's degree in Human Resources, Business, or a related field.</li>
<li>Master's degree in Human Resources, Business or a related field (Preferred).</li>
<li>Minimum of 8 years of progressive experience in Human Resources.</li>
<li>Minimum of 3 years of experience in a manager-level role.&nbsp;</li>
<li>Minimum of 1 year of experience in a skilled nursing facility setting.&nbsp;</li>
<li>Proficiency in HRIS platforms (especially UKG Ready).</li>
<li>Human Resources certifications such as PHR, SHRM-CP/SCP, etc. (Preferred).</li>
</ul>
Benefits Available:&nbsp;
<ul>
<li>Health insurance with company paid premium for employee only coverage</li>
<li>FSA and HSA options available&nbsp;</li>
<li>Company paid dental insurance for employee only coverage</li>
<li>Company paid life insurance</li>
<li>Company paid short- and long-term disability insurance</li>
<li>A 401K plan with company match and safe harbor contribution</li>
<li>Paid Time Off</li>
<li>Additional ancillary benefits including Vision, Critical Illness, Voluntary Life/AD&amp;D, and Accident&nbsp;</li>
</ul>
 Join us in reshaping the future of HR services!
To apply for this position, please complete the required questionnaire and upload your resume. We will be accepting applications on a rolling basis, and if your qualifications align with our needs, a recruiter will contact you to discuss the next steps. 
We are an Equal Opportunity Employer and are committed to a diverse and inclusive workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, age, national origin, ancestry, disability, medical condition, genetic information, marital status, veteran or military status, citizenship status, pregnancy (including childbirth, lactation, and related conditions), political affiliation, or any other status protected by applicable federal, state, or local laws. 
Applicants may be subject to a background check. Employees in this position must be able to satisfactorily perform the essential functions of the position. If requested, this organization will make every effort to provide reasonable accommodations to enable employees with disabilities to perform the position’s essential job duties. As markets change and the Organization grows, job descriptions may change over time as requirements and employee skill levels evolve. With this understanding, this organization retains the right to change or assign other duties to this position. 
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Client Human Resources Director

<h3>Job Description</h3>
Job Description
Director of Human Resources
With headquarters in Mansfield, MA, the Milton’s Distributing family of companies (Milton’s Distributing, Gordon Logistics, and Hope Beverage, LLC) is a fast growing, multi-state, multi-entity distribution and third-party logistics organization. As Director of Human Resources, you will be a direct report to the CEO, a key member of the Senior Leadership Team, and provide overall strategic direction to and leadership of our most important asset: our employees. 
This position is accountable for developing, implementing, and leading human capital programs including, but not limited to, the following: organizational alignment and change management initiatives; employee relations; employee communications; talent acquisition and onboarding; performance management; learning and development; compensation and benefits selection and administration; and, compliance and reporting. 
Key Responsibilities:
<ul>
<li>Plan, implement, and direct the company’s human resources’ functions.</li>
<li>Play an active role in the development of the company’s objectives and plans as a strategic partner to the business -with particular emphasis on the impact of people on the company’s culture and growth.</li>
<li>Translates strategic and tactical business plans into HR strategic priorities and people- related initiatives.</li>
<li>Designs, executes, and iterates on organization’s structure to facilitate seamless scaling of the business.</li>
<li>Develop and actively manage the annual HR budget.</li>
<li>Lead employee benefits review processes: work with benefits broker, providers and leadership team to establish best fits for employee coverage and Company’s budget </li>
<li>Design and implement an effective employee communications strategy that contributes to an overall positive employment brand, aligns with company values, allows for open flow of communications, and creates operational efficiencies.</li>
<li>Assess operational and transactional HR policies and processes, recommend and implement improvements.</li>
<li>Ensures Company’s Human Resources policies are in compliance with all Federal, State, Local, and Industry laws and regulations, and are appropriately communicated to staff. </li>
<li>Build lasting relationships and develop rapport with employees at all levels.</li>
</ul>
Talent Acquisition 
<ul>
<li>Attract top talent to the company as the employer of choice.</li>
<li>Create and implement the organization’s recruitment process including developing robust candidate pipelines, following consistent and targeted assessment practices during interviews and stewarding candidates through a positive candidate process.</li>
<li>Maintain understanding of current best practices in recruiting, labor trends (e.g,. remote vs. in office, gig vs. full-time), and competitive compensation and benefit packages.</li>
<li>Creates job descriptions, classifies exemption status of new positions, and conducts benchmarking to ensure salaries, work preferences, and incentive compensation programs are competitive with market.</li>
<li>Develop and implement a best-in-class onboarding and orientation process for employees at all levels.</li>
</ul>
Performance Management and Career Development
<ul>
<li>Assess, develop and lead the on-going administration and improvement of the organization-wide performance appraisal process.</li>
<li>Design and deploy strategies to improve employee retention.</li>
<li>Foster growth in our existing team members so they advance within the organization.</li>
<li>Develop/select, implement, and monitor employee training programs to increase individual and organizational effectiveness. This includes designing training and methods for obtaining feedback.</li>
<li>Provide coaching to managers and staff on employee-relations issues and ensure that fair corrective processes are in place. </li>
<li>Provide general employee relations support and services as needed, including addressing personnel issues and responding to inquiries regarding policies. </li>
<li>Provide real-time advice to managers regarding performance issues and development of skills.</li>
</ul>
Compensation and Benefits
<ul>
<li>Establish systems to accurately measure, compensate, and incentivize the right competencies and behaviors for all positions.</li>
<li>Develop a comprehensive recognition program (e.g.. awards, events) that promotes positive organizational outcomes and rewards individual and team accomplishments.</li>
<li>Ensure group medical and health and welfare benefits are competitive, meet the needs/values of the company and the employee population, and are compliant with applicable federal, state, local and HIPAA legislation (e.g., health and welfare, wellness, employee assistance programs, 401K Employee Assistance Planning, paid time off, etc.).</li>
<li>Educate employees on company compensation and benefits programs and policies. </li>
</ul>
Employee Relations
<ul>
<li>Ensure that employee relations activities are compliant with applicable federal, state, and local laws and regulations.</li>
<li>Create systems that provide and monitor meaningful metrics to track the effectiveness of employee relations interventions on turnover, retention, supervisory feedback scores and employee engagement surveys.</li>
<li>Review and establish workplace policies and procedures (e.g., dress code, attendance, computer use) and monitor their application and enforcement to ensure consistency.</li>
<li>Develop, administer, and evaluate performance improvement policies and procedures.</li>
<li>Work with inside and outside counsel (as appropriate) to resolve employee complaints filed with federal, state, and local agencies involving employment practices, utilizing professional resources as necessary.</li>
<li>Act as executive sponsor and administrator for all compliance driven programs (i.e. Privacy Officer, Equal Employment Opportunity).</li>
<li>Oversee Diversity, Equity, and Inclusion programs.</li>
<li>Act as official spokesperson for articulation of company purpose and values. </li>
</ul>
Human Resource Information Systems (HRIS)
<ul>
<li>Evaluate and ensure current HRIS system (ADP) meets the needs of the company with respect to compliance reporting, management reports, interfaces with third parties and supporting processes are efficient and cost effective.</li>
<li>Leverage relationships with benefits brokers, payroll, and third-party vendors to ensure system utilization and ROI is maximized for the company.</li>
<li>Lead and/or participate in the negotiation of agreements with vendors to ensure continuity of service and competitive rates are achieved.</li>
</ul>
Risk Management
<ul>
<li>Ensure that the company’s workplace health, safety, security, and privacy guidelines and protocols are compliant with applicable federal, state, and local regulations.</li>
<li>Develop/select, implement, and evaluate plans and policies to protect employees and others on premise, and to minimize the organization’s loss and liability (e.g., crisis/emergency response, evacuation, workplace violence, substance abuse, return-to-work policies).</li>
<li>Communicate and train the workforce on the plans and policies to protect employees and other individuals, and to minimize the organization’s loss and liability.</li>
<li>Monitor workers' compensation claims and coordinate work between employee and insurance carriers. If appropriate, develop systems that will reduce overall level of risk and maintain compliance.</li>
<li>Develop and administer internal and external privacy policies (i.e. identity theft, data protection, HIPAA compliance, workplace monitoring).</li>
</ul>
Qualifications/Experience 
<ul>
<li>BA/BS degree in Human Resources, Organizational Behavior or other related discipline is required.</li>
<li>A Master’s degree in Human Resource Management or Organizational Development is strongly preferred. PHR/SPHR certification is highly desirable.</li>
<li>7 – 10+ years of progressive leadership experience in the Human Resources field required; Minimum of 2 years of experience as the senior HR leader within the organization preferred.</li>
<li>Demonstrated experience of successfully implementing HR programs and initiatives required.</li>
<li>At least 5 years of direct experience in the development and implementation of HR programs including organizational development, compensation and benefits systems, performance management, succession planning, employee relations, talent acquisition, employee engagement, and HRIS reporting.</li>
<li>Proven leadership ability to influence, develop, and empower employees to achieve objectives within a teamwork approach.</li>
<li>Excellent written and verbal communication skills are required. Ability to present to all levels of senior management and boards, as well as with key business and community partners.</li>
<li>Experience leveraging Predictive Index (PI) talent optimization platform a plus.</li>
<li> Bilingual in English and Spanish a plus.</li>
</ul>
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Director of Human Resources

<h3>Job Description</h3>
Job Description
Title: Director of Human Resources 
Reports to: Chief Operating Officer 
Salary: $125,000 - $145,000 
Job Status: Full time, exempt 
Location: Remote (preferred states: NY, IL, DC, FL, GA) 
&nbsp;ABOUT NAPAWFFounded in 1996 by 100 Asian American and Pacific Islander (AAPI) women, NAPAWF (National Asian Pacific American Women's Forum) is the only organization dedicated to empowering AAPI women and girls and gender non-conforming folks to impact policy and drive systemic change in the U.S. NAPAWF is building a movement for social, political, and structural change by building a multilingual, multigenerational membership that encompasses the diversity of the AAPI community.Employing a reproductive justice framework, we use organizing, advocacy, and communications strategies to assert full agency over our lives, our families, and our communities. The organization also stands in solidarity with other women of color facing oppression and marginalization. NAPAWF focuses on three core issues employing an intersectional approach that holistically centers the experiences and stories of AAPI women and girls:
<ul>
<li>Reproductive Rights and Health</li>
<li>Economic Justice</li>
<li>Immigration and Racial Justice</li>
</ul>
&nbsp;POSITION SUMMARYThe Director of Human Resources ensures the effective administration of HR systems, processes, and policies across the organization. Reporting to the Chief Operating Officer, this position provides strategic and tactical leadership on core HR operations including compliance, workforce systems, compensation structure, data integrity, and employment law matters. The Director partners with the Director of People &amp; Culture to align back-end HR infrastructure with NAPAWF’s culture, values, and organizational goals. This role supervises the Senior Manager and HR Generalist, and leads efforts to streamline operations, reinforce internal controls, and ensure consistent, equitable HR practices.
LOCATION
This is a remote position with the following preferred states: NY, IL, DC, FL, GA and up to 10% travel.
&nbsp;KEY RESPONSIBILITIES&nbsp;
HR Strategy &amp; Compliance
<ul>
<li>Oversee HR compliance across multi-state operations, including employment law, wage and hour laws, union-related policies, and recordkeeping requirements.</li>
<li>Develop and manage internal controls and processes for personnel records, audit readiness, and federal/state reporting.</li>
<li>Implement HR policies and procedures to ensure consistency and adherence to legal standards.</li>
<li>Maintain HR handbooks and ensure alignment with evolving labor regulations and DEI principles.</li>
</ul>
HR Systems &amp; Infrastructure
<ul>
<li>Provide oversight of HRIS, benefits platforms, and related systems to ensure efficiency and data integrity.</li>
<li>Collaborate with IT, Finance, and Operations to ensure HR systems are integrated with organizational processes.</li>
<li>Lead HR data reporting and dashboard creation for internal planning and Board-level updates.</li>
</ul>
Compensation &amp; Benefits Administration
<ul>
<li>Administer compensation policies and support compensation benchmarking in collaboration with Finance and People &amp; Culture teams.</li>
<li>Monitor benefit program offerings and partner with brokers or vendors to resolve issues and ensure quality service to staff.</li>
<li>Oversee leave management, payroll-related compliance, and employee eligibility tracking.</li>
</ul>
Team Leadership &amp; Collaboration
<ul>
<li>Supervise the Senior Manager and HR Generalist, setting priorities and providing ongoing coaching and performance feedback.</li>
<li>Serve as a thought partner to the Director of People &amp; Culture to ensure strategic alignment between internal systems and staff experience.</li>
<li>Work cross-functionally with legal, finance, and leadership to troubleshoot employee relations or compliance concerns.</li>
</ul>
Training, Risk, and Special Projects
<ul>
<li>Lead annual compliance trainings and documentation (e.g., anti-harassment, ethics, labor compliance).</li>
<li>Manage risk mitigation efforts around HR policies, employment claims, and contract worker management.</li>
<li>Support special HR projects such as internal audits, employee surveys, or policy revisions.</li>
</ul>
Management &amp; Leadership Responsibilities
<ul>
<li>Focuses on Strategic Impact – Develops and executes strategies that align with the organization’s mission and long-term goals, ensuring meaningful outcomes for NAPAWF’s community and stakeholders.</li>
<li>Demonstrates Emotional Intelligence – Builds and maintains positive, collaborative relationships across teams and with external partners, fostering an inclusive, mission-driven culture.</li>
<li>Acts as a Committed NAPAWF Steward – Upholds and advances NAPAWF’s values and mission in decision-making, resource management, and external representation.</li>
<li>Leads with Boldness, Courage, and Curiosity – Takes initiative, embraces challenges, and continuously seeks opportunities for innovation and growth while centering the voices of AAPI women and girls.</li>
</ul>
 QUALIFICATIONS
Management &amp; Leadership Qualifications&nbsp;
<ul>
<li>Proven ability to drive strategic impact within mission-driven organizations.</li>
<li>Strong emotional intelligence, with experience in relationship-building, conflict resolution, and fostering a supportive team culture.</li>
<li>Demonstrated commitment to NAPAWF’s mission, values, and advocacy priorities.</li>
<li>A track record of bold and courageous leadership, with a learning mindset and a willingness to challenge the status quo.</li>
</ul>
ADDITIONAL QUALIFICATIONS
<ul>
<li>Bachelor’s degree required.</li>
<li>Minimum 7–10 years of progressively responsible HR experience, including staff supervision and systems management.</li>
<li>Expertise in HR operations, compliance, systems implementation, and policy development.</li>
<li>Demonstrated experience managing multi-state or remote HR environments; union experience strongly preferred.</li>
<li>Strong analytical and systems-thinking skills with an eye for process improvement.</li>
<li>High emotional intelligence and ability to maintain confidentiality and exercise discretion.</li>
<li>Proficiency with HRIS platforms, Microsoft Office, and cloud-based HR and compliance tools.</li>
</ul>
SALARY &amp; BENEFITS
The annual salary range for this position is $125,000 - $145,000 - salary commensurate with experience.&nbsp;
NAPAWF provides a highly competitive benefits package, including a 401(k) plan and comprehensive medical, dental, and vision coverage. Employees and their eligible dependents receive fully covered medical and dental premiums, with NAPAWF also covering co-pays, deductibles, prescriptions, and coinsurance. Benefits begin on your first day, ensuring immediate access to coverage.
NAPAWF also offers full-time employees 15 days of vacation in the first year, 20 days of sick leave, FSA options as well as paid holidays between December 25 and January 1 of each year.
 &nbsp;
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Reports To: Chief Executive Officer
The Director of Human Resources (HR) leads all Human Resource functions across multiple states and countries, ensuring compliance with Department of Labor (DOL) guidelines and organizational policies. This role involves strategic oversight of recruitment, benefits administration, Workers Compensation, HRIS management, payroll coordination, and vendor relationships. The Director of HR works closely with the Director of Finance and leads two HR positions, driving a culture of excellence and innovation in human resources practices.
Responsibilities:
 Leadership and Strategy:
<ul>
<li>Develop and implement strategic HR initiatives aligned with the organization's goals.</li>
<li>Lead and manage the HR team, ensuring high performance and professional development.</li>
<li>Mentor company’s recruiting staff on recruiting strategies and tools.</li>
<li>Collaborate with senior leadership, including FirstDiv Program Managers (PM), Senior Contracts Manager, and Director of Finance, to align HR practices with business development, financial, and operational goals.</li>
<li>Ensure company is fully prepared for potential growth in the next one to three years.</li>
<li>Investigate HR issues and consult to company executives on proper courses of action.</li>
<li>Lead FirstDiv’s annual performance review program.</li>
</ul>
Recruitment and Talent Management:
<ul>
<li>Lead multi-state recruitment efforts to attract, hire, and retain top talent.</li>
<li>Implement effective onboarding, training, and development programs.</li>
<li>Assist PM’s on creating/writing job descriptions based on contract and position requirements.</li>
<li>Evaluate and adjust recruitment metrics as needed to identify strong and weak points.</li>
<li>Help build the company’s brand.</li>
<li>Recruit for talent in places other than job boards. (ex: industry day, conferences, webinars, referrals, etc.).</li>
</ul>
Compliance and Legal:
<ul>
<li>Ensure HR practices comply with federal, state, and local laws.</li>
<li>Maintain knowledge of HR regulations and ensure company policies and the Employee Handbook are updated accordingly.</li>
<li>Ensure all required HR reports (Vets4212, Form 5500, etc...) are filed on time.</li>
<li>Manage employee relations and mitigate risks by maintaining a compliant and ethical workplace.</li>
<li>Manage relationships with brokers in support of company insurance.</li>
</ul>
Compensation and Benefits:
<ul>
<li>Oversee benefits administration, including health, 401K, and other employee benefits.</li>
<li>Collaborate with the Director of Finance on budgeting and cost management for compensation and benefits.</li>
<li>Evaluate and negotiate with vendors to provide competitive and cost-effective benefits.</li>
</ul>
HRIS and Technology Management:
<ul>
<li>Manage and optimize the HRIS system, ensuring accurate employee records, data management and reporting.</li>
<li>Leverage technology to enhance HR processes, improve employee experience, and drive efficiency.</li>
<li>Maintain awareness of HR technology trends and recommend improvements.</li>
</ul>
Payroll and Financial Coordination:
<ul>
<li>Oversee multi-state tax and benefit withholding.</li>
<li>Ensure multi-state, county, city, and local tax compliance.</li>
<li>Collaborate with the Finance team, ensuring accuracy and compliance as needed.</li>
</ul>
HR Calendar Management:
<ul>
<li>Maintain awareness of critical HR deadlines, including compliance filings, benefit renewals, and performance reviews.</li>
<li>Plan and coordinate key HR activities according to the HR calendar.</li>
</ul>
Vendor and Partner Management:
<ul>
<li>Manage relationships with external vendors, such as recruitment agencies, benefit providers, and HR consultants.</li>
<li>Negotiate vendor contracts and monitor vendor performance to ensure high-quality service delivery.</li>
</ul>
Requirements
<ul>
<li>Bachelor’s degree in Human Resources, Business Administration, or a related field.</li>
<li>A minimum of 15 years of progressive HR experience, with at least 5 years in a leadership role.</li>
<li>7 years of GovCon experience with the SCA and DBA.</li>
<li>Experience administering Business Insurance requirements and Workers Compensation.</li>
<li>Experience managing HR across multiple states, including knowledge of state-specific employment laws.</li>
<li>Experience managing open enrollment of benefits.</li>
<li>Strong understanding of DOL guidelines, payroll processes, and compliance requirements.</li>
<li>Proven experience with HRIS systems and a high level of comfort with technology.&nbsp; </li>
<li>Excellent strategic thinking and problem-solving skills, with the ability to anticipate the impact of HR decisions on the business.</li>
<li>Strong interpersonal, communication, and negotiation skills.</li>
<li>Ability to manage multiple priorities, meet deadlines, and work effectively in a fast-paced environment with minimal oversight.</li>
</ul>
Preferred Skills:
<ul>
<li>Master’s degree or HR certification (PHR/SPHR, SHRM-CP/SHRM-SCP).</li>
<li>Strong knowledge of Small Business Operations and Recruiting requirements.</li>
<li>Strong skills in communicating in a remote working environment.</li>
<li>Extensive experience in collaborating with executive leadership, staff, and managers. </li>
</ul>
Benefits
Medical, dental, vision, life insurance, STD, LTD, holidays, PTO and 401(k) plan with company match.
First Division Consulting is an Equal Opportunity Employer.&nbsp; All employment decisions are based on merit, qualifications, skills, and abilities. All&nbsp;fully&nbsp;qualified applicants will receive&nbsp;equal&nbsp;consideration for employment in accordance with&nbsp;all&nbsp;applicable federal, state,&nbsp;and/or local laws&nbsp;prohibiting discrimination by protected classes.

<h3>Job Description</h3>
Job Description
Reports To: Chief Executive Officer
The Director of Human Resources (HR) leads all Human Resource functions across multiple states and countries, ensuring compliance with Department of Labor (DOL) guidelines and organizational policies. This role involves strategic oversight of recruitment, benefits administration, Workers Compensation, HRIS management, payroll coordination, and vendor relationships. The Director of HR works closely with the Director of Finance and leads two HR positions, driving a culture of excellence and innovation in human resources practices.
Responsibilities:
Leadership and Strategy:
<ul>
<li>Develop and implement strategic HR initiatives aligned with the organization's goals.</li>
<li>Lead and manage the HR team, ensuring high performance and professional development.</li>
<li>Mentor company’s recruiting staff on recruiting strategies and tools.</li>
<li>Collaborate with senior leadership, including FirstDiv Program Managers (PM), Senior Contracts Manager, and Director of Finance, to align HR practices with business development, financial, and operational goals.</li>
<li>Ensure company is fully prepared for potential growth in the next one to three years.</li>
<li>Investigate HR issues and consult to company executives on proper courses of action.</li>
<li>Lead FirstDiv’s annual performance review program.</li>
</ul>
Recruitment and Talent Management:
<ul>
<li>Lead multi-state recruitment efforts to attract, hire, and retain top talent.</li>
<li>Implement effective onboarding, training, and development programs.</li>
<li>Assist PM’s on creating/writing job descriptions based on contract and position requirements.</li>
<li>Evaluate and adjust recruitment metrics as needed to identify strong and weak points.</li>
<li>Help build the company’s brand.</li>
<li>Recruit for talent in places other than job boards. (ex: industry day, conferences, webinars, referrals, etc.).</li>
</ul>
Compliance and Legal:
<ul>
<li>Ensure HR practices comply with federal, state, and local laws.</li>
<li>Maintain knowledge of HR regulations and ensure company policies and the Employee Handbook are updated accordingly.</li>
<li>Ensure all required HR reports (Vets4212, Form 5500, etc...) are filed on time.</li>
<li>Manage employee relations and mitigate risks by maintaining a compliant and ethical workplace.</li>
<li>Manage relationships with brokers in support of company insurance.</li>
</ul>
Compensation and Benefits:
<ul>
<li>Oversee benefits administration, including health, 401K, and other employee benefits.</li>
<li>Collaborate with the Director of Finance on budgeting and cost management for compensation and benefits.</li>
<li>Evaluate and negotiate with vendors to provide competitive and cost-effective benefits.</li>
</ul>
HRIS and Technology Management:
<ul>
<li>Manage and optimize the HRIS system, ensuring accurate employee records, data management and reporting.</li>
<li>Leverage technology to enhance HR processes, improve employee experience, and drive efficiency.</li>
<li>Maintain awareness of HR technology trends and recommend improvements.</li>
</ul>
Payroll and Financial Coordination:
<ul>
<li>Oversee multi-state tax and benefit withholding.</li>
<li>Ensure multi-state, county, city, and local tax compliance.</li>
<li>Collaborate with the Finance team, ensuring accuracy and compliance as needed.</li>
</ul>
HR Calendar Management:
<ul>
<li>Maintain awareness of critical HR deadlines, including compliance filings, benefit renewals, and performance reviews.</li>
<li>Plan and coordinate key HR activities according to the HR calendar.</li>
</ul>
Vendor and Partner Management:
<ul>
<li>Manage relationships with external vendors, such as recruitment agencies, benefit providers, and HR consultants.</li>
<li>Negotiate vendor contracts and monitor vendor performance to ensure high-quality service delivery.</li>
</ul>
Requirements
<ul>
<li>Bachelor’s degree in Human Resources, Business Administration, or a related field.</li>
<li>A minimum of 15 years of progressive HR experience, with at least 5 years in a leadership role.</li>
<li>7 years of GovCon experience with the SCA and DBA.</li>
<li>Experience administering Business Insurance requirements and Workers Compensation.</li>
<li>Experience managing HR across multiple states, including knowledge of state-specific employment laws.</li>
<li>Experience managing open enrollment of benefits.</li>
<li>Strong understanding of DOL guidelines, payroll processes, and compliance requirements.</li>
<li>Proven experience with HRIS systems and a high level of comfort with technology. </li>
<li>Excellent strategic thinking and problem-solving skills, with the ability to anticipate the impact of HR decisions on the business.</li>
<li>Strong interpersonal, communication, and negotiation skills.</li>
<li>Ability to manage multiple priorities, meet deadlines, and work effectively in a fast-paced environment with minimal oversight.</li>
</ul>
Preferred Skills:
<ul>
<li>Master’s degree or HR certification (PHR/SPHR, SHRM-CP/SHRM-SCP).</li>
<li>Strong knowledge of Small Business Operations and Recruiting requirements.</li>
<li>Strong skills in communicating in a remote working environment.</li>
<li>Extensive experience in collaborating with executive leadership, staff, and managers. </li>
</ul>
Benefits
Medical, dental, vision, life insurance, STD, LTD, holidays, PTO and 401(k) plan with company match.
First Division Consulting is an Equal Opportunity Employer. All employment decisions are based on merit, qualifications, skills, and abilities. All fully qualified applicants will receive equal consideration for employment in accordance with all applicable federal, state, and/or local laws prohibiting discrimination by protected classes.

<h3>Job Description</h3>
Job Description
Who We Are:
A Latin family protecting Latin families as if they are family. Una familia latina protegiendo a las familias latinas como si fueran familia.
 At Alonso &amp; Alonso, we provide personalized legal services tailored to each clients unique needs. Our mission is to deliver expert guidance, strategic advocacy, and unwavering support, ensuring the best possible outcomes. With a commitment to excellence, we empower our team to make a meaningful impact in the lives of those we serve.
Our Core Values:
<ul>
<li>
Client-Centered Service Our clients needs always come first.
</li>
<li>
Being Remarkable We go above and beyond in everything we do.
</li>
<li>
Continuous Improvement We embrace growth and innovation.
</li>
<li>
Relentless Advocacy We fight tirelessly for the best results.
</li>
<li>
Work Hard, Play Hard We balance dedication with celebration.
</li>
</ul>
Why A&amp;A? Our values create a workplace where passion meets purpose. At Alonso &amp; Alonso, youll find a team-driven culture that encourages growth, rewards excellence, and supports a balanced, fulfilling career. Here, you dont just build a jobyou build a future.
Job Title: Human Resources Director
Reports to: Chief Operation Officer Direct Subordinates: HR Manager, Talent Acquisition Manager, Training Manager, Payroll Supervisor and Compliance Supervisor.
Salary and Compensation: The position offers a competitive salary range of $120,000 - $150,000, based on experience.
Work Location: This is a remote position.
Job Summary:
We are a fast-growing, client-centric law firm looking for a strategic HR leader to drive talent acquisition, workforce planning, and organizational development. The HR Director will play a pivotal role in leveraging business intelligence, analytics, and automation to optimize HR operations, improve workforce planning, and enhance decision-making. This position requires someone who can integrate technology-driven solutions to increase efficiency and foster a high-performance workplace culture. 
 This role requires a forward-thinking HR leader who can drive digital transformation, enhance employee experience, and develop innovative HR solutions to support business growth.
 
Duties and Responsibilities:Strategic HR Leadership:
<ul>
<li>Data-Driven Decision-Making: Utilize HR analytics and business intelligence to enhance workforce planning, recruitment, and retention strategies.</li>
<li>Technology &amp; Automation: Implement and manage HR technology solutions, including applicant tracking systems (ATS), HRIS, and AI-driven recruitment tools to enhance efficiency.</li>
<li>Scalability &amp; Workforce Planning: Develop hiring and retention strategies that adapt to rapid growth and changing business needs.</li>
</ul>
Talent Acquisition &amp; Workforce Management:
<ul>
<li>Oversee the hiring process, including job postings, interviews, candidate selection, and onboarding.</li>
<li>Develop data-driven recruitment strategies to fill positions efficiently and reduce time-to-hire.</li>
<li>Identify and implement training programs utilizing learning analytics to track employee development and performance improvement.</li>
<li>Manage performance review systems, leveraging data to drive employee engagement and accountability.</li>
</ul>
HR Operations &amp; Compliance:
<ul>
<li>Enhance HR compliance tracking through automation and real-time reporting tools.</li>
<li>Act as a liaison between management and employees, ensuring open communication and a positive work environment.</li>
<li>Develop and optimize HR policies and procedures aligned with business goals and digital transformation strategies.</li>
<li>Ensure adherence to all federal and state employment laws, incorporating technology solutions for monitoring compliance.</li>
</ul>
 
Work Schedule: Full-time, remote, exempt. Standard schedule with occasional overtime as needed.
 
Competency &amp; Qualifications:
<ul>
<li>5+ years of experience overseeing an HR department, with expertise in analytics and technology integration.</li>
<li>Proven track record in leveraging HR analytics and business intelligence for workforce planning and decision-making.</li>
<li>Experience implementing automation tools in HR, such as ATS, HRIS, or AI-driven recruitment solutions.</li>
<li>Bachelors degree in Human Resources, Business Administration, or a related field.</li>
<li>
HR Manager Certification preferred.
</li>
<li>Strong leadership and team management skills, managing teams of 20 - 30 employees or more.</li>
<li>Ability to integrate technology into HR processes to improve efficiency and data accuracy.</li>
<li>Strong problem-solving skills with a focus on data-driven decision-making.</li>
<li>Experience in process improvement and innovation in HR operations.</li>
<li>
Excellent verbal and written communication skills. 
</li>
<li>Detail-oriented approach to documentation, reports, and compliance tracking.</li>
<li>
Strong organizational skills to manage multiple projects and deadlines.
</li>
<li>
Ability to thrive in a fast-paced, technology-driven environment.
</li>
</ul>
We take care of our people: Alonso &amp; Alonso offers comprehensive health benefits, including Dental, Vision, Medical, Short-Term Disability (STD), and Term Life Insurance, along with a 401K match. In addition, we provide Paid Time Off (PTO) for relaxation and paid holidays. Join our team and be part of a company that values and invests in its employees.
Equal Opportunity Commitment: Alonso &amp; Alonso is committed to ensuring equal employment opportunities for all individuals, regardless of race, religion, ethnicity, national origin, gender identity, sexual orientation, age, veteran status, or disability. We are also dedicated to providing reasonable accommodations to individuals with disabilities.
Disclaimer: By applying to this position, you agree that our company utilizes a live monitoring system for work activities. This system is in place to ensure productivity, security, and compliance with company policies. Your application indicates your consent to be monitored during your working hours.

<h3>Job Description</h3>
Job DescriptionFully Remote This Jobot Job is hosted by: Alyssa Montgomery Are you a fit? Easy Apply now by clicking the "Apply Now" buttonand sending us your resume. Salary: $140,000 - $165,000 per year 
A bit about us:
 Our client believes exceptional care starts with exceptional people. They're a rapidly growing, multi-state outpatient medical practice MSO. We’re looking for a dynamic Director of Human Resources to build and lead a best-in-class HR function during a pivotal growth phase. This is a strategic and hands-on role where you’ll shape culture, scale processes, and directly impact how we attract, retain, and engage top talent across clinical and non-clinical teams. If you're energized by fast-paced environments, thrive in high-growth, multi-site organizations, and know how to blend strategy with execution—this is your chance to make a lasting impact. 
Why join us?
 Be a key leader in a mission-driven, patient-focused organization. Play a critical role in scaling a growing healthcare company. Competitive compensation and benefits package. 
Job Details
 What You’ll Do: Partner with executive leadership on organizational design, workforce planning, and talent strategy. Build scalable HR infrastructure, policies, and processes to support teams across multiple states. Lead full-cycle recruitment and implement retention programs, career pathing, and succession planning. Drive HR due diligence and integration for M&amp;A activity—aligning culture, standardizing policies, and ensuring smooth transitions. Champion a values-driven, high-performance culture while managing employee relations and compliance. Oversee compensation, benefits, and ensure adherence to federal, state, and healthcare-specific employment regulations. Implement and optimize HR technology and leverage data to inform workforce decisions. What You Bring: Bachelor’s degree in HR, Business, or related field (Master’s or HR certification like SHRM-SCP/SPHR a plus). 7–10+ years of progressive HR leadership, ideally within healthcare services, physician practice management, or other multi-site, growth-focused environments. Proven success leading HR in high-growth, acquisitive companies—M&amp;A integration experience is a must. Strong grasp of healthcare compliance, employment law, and regulatory requirements. Exceptional communication, leadership, and culture-building skills. Comfortable being both a strategic advisor and rolling up your sleeves to get things done. Interested in hearing more? Easy Apply now by clicking the "Apply Now" button. Jobot is an Equal Opportunity Employer. We provide an inclusive work environment that celebrates diversity and all qualified candidates receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. Sometimes Jobot is required to perform background checks with your authorization. Jobot will consider qualified candidates with criminal histories in a manner consistent with any applicable federal, state, or local law regarding criminal backgrounds, including but not limited to the Los Angeles Fair Chance Initiative for Hiring and the San Francisco Fair Chance Ordinance.

<h3>Job Description</h3>
Job DescriptionWanted: Experienced Director of Human Resources to lead, innovate, and empower - drive HR excellence in a growing mortgage company! Hybrid Remote is an option! This Jobot Job is hosted by: Stephen Niedringhaus Are you a fit? Easy Apply now by clicking the "Apply Now" buttonand sending us your resume. Salary: $100,000 - $120,000 per year 
A bit about us:
 Hybrid Remote is an Option!!! Wanted: Experienced Director of Human Resources to lead, innovate, and empower - drive HR excellence in a growing mortgage company! A rapidly growing, independent mortgage company headquartered in Atlanta, GA, with a nationwide team of 200–300 employees. Our company thrives on collaboration, excellence, and exceptional service. As they continue to expand, the seek a strategic and dynamic Human Resources Director to lead their HR initiatives, enhance talent management, and drive organizational success. Do not wait. Interviews are going on now. Apply today! 
Why join us?
 Hybrid Remote is an Option! Growth &amp; Impact: Play a key role in shaping HR strategies for a fast-growing, nationwide mortgage company. Collaborative Culture: Work in an environment that values teamwork, innovation, and employee well-being. Leadership Opportunity: Lead and develop an HR team while influencing company-wide initiatives. Competitive Benefits: Compensation package, full benefits, matching 401(k) and professional growth opportunities. Industry Excellence: Join a company committed to excellence and service in the mortgage industry. 
Job Details
 The Human Resources Director will develop and execute HR strategies that align with business objectives, ensure compliance, and foster an engaging workplace culture. This leadership role requires 3 to 5 years of HR Director experience within the mortgage industry and a strong educational foundation (Bachelor’s degree required; Master’s preferred). Key Responsibilities Strategic HR Leadership 
<ul>
<li> Develop and implement HR strategies that align with business goals and support long-term growth.</li>
<li> Provide executive leadership with workforce insights through HR metrics and analytics.</li>
</ul>
 Talent Acquisition &amp; Retention 
<ul>
<li> Oversee end-to-end recruitment processes, ensuring we attract and retain top industry talent.</li>
<li> Develop competitive compensation and benefits programs to enhance employee satisfaction and retention.</li>
</ul>
 Employee Relations &amp; Workplace Culture 
<ul>
<li> Serve as a trusted advisor between employees and leadership, handling workplace concerns fairly and professionally.</li>
<li> Promote a diverse, inclusive, and engaging work environment.</li>
</ul>
 Performance Management &amp; Development 
<ul>
<li> Design and implement performance evaluation systems that drive employee growth and accountability.</li>
<li> Develop training and professional development programs to build future leadership within the organization.</li>
</ul>
 Compliance &amp; Risk Management 
<ul>
<li> Ensure all HR policies and procedures comply with federal, state, and industry-specific employment regulations.</li>
<li> Stay informed of evolving HR trends and legal changes, making necessary updates to company policies.</li>
</ul>
 HR Operations &amp; Systems 
<ul>
<li> Oversee payroll, benefits administration, and HR data management to ensure efficiency and accuracy.</li>
<li> Optimize HR processes to support a growing and geographically dispersed workforce.</li>
</ul>
 Team Leadership &amp; Collaboration 
<ul>
<li> Lead, mentor, and develop the HR team, fostering a high-performance culture.</li>
<li> Work cross-functionally with various departments to drive business and employee success.</li>
</ul>
 Qualifications 
<ul>
<li> Experience: 3 to 5 years as an HR Director or similar senior HR role, specifically in the mortgage industry.</li>
<li> Education: Bachelor's degree in Human Resources, Business Administration, or a related field (Master’s preferred).</li>
</ul>
 Skills &amp; Competencies: 
<ul>
<li> Expertise in HR best practices, employment laws, and mortgage industry regulations.</li>
<li> Strong leadership, communication, and relationship-building skills.</li>
<li> Strategic mindset with the ability to implement HR initiatives that drive business success.</li>
<li> Experience managing HR systems, performance programs, and employee engagement efforts.</li>
<li> Ability to thrive in a fast-paced, nationwide organization.</li>
</ul>
 If you’re a forward-thinking HR leader eager to make an impact in a dynamic mortgage company, we’d love to hear from you! Apply directly or email your resume to <a href="https://jobot.com/apply/director-of-human-resources/911004653?utm_source=ZipRecruiter" target="_blank">https://jobot.com/apply/director-of-human-resources/911004653?utm_sourc…</a> Interested in hearing more? Easy Apply now by clicking the "Apply Now" button. Jobot is an Equal Opportunity Employer. We provide an inclusive work environment that celebrates diversity and all qualified candidates receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. Sometimes Jobot is required to perform background checks with your authorization. Jobot will consider qualified candidates with criminal histories in a manner consistent with any applicable federal, state, or local law regarding criminal backgrounds, including but not limited to the Los Angeles Fair Chance Initiative for Hiring and the San Francisco Fair Chance Ordinance.

<h3>Job Description</h3>
Job DescriptionSalary: $150,000$190,000 annually 
Position Summary
Trimark Associates, Inc., a leading innovator in Renewable Power Control, monitoring and metering systems, is seeking an experienced and strategic Senior Director of Human Resources to lead our human resource function. Based in our Folsom, CA office, this role will oversee all HR operations, drive organizational culture, and align talent strategies with business objectives. The Senior Director will partner with executive leadership to foster a high-performance, inclusive, and innovative workplace that supports our mission to deliver end-to-end technology solutions to the utility-scale renewable power production market in the United States of America.
Key Responsibilities
<ul>
<li>Strategic HR Leadership: Develop and implement a comprehensive HR strategy aligned with the companys business goals, focusing on talent acquisition, retention, development, and organizational growth.</li>
<li>Talent Acquisition &amp; Management: Oversee recruitment processes to attract top-tier tech talent, including software engineers, data scientists, and other specialized roles. Build employer branding initiatives to position the company as an employer of choice in the competitive Sacramento-region tech market.</li>
<li>Employee Engagement &amp; Culture: Foster a collaborative, inclusive, and innovative workplace culture that reflects the companys values. Design and execute programs to enhance employee engagement, satisfaction, and retention.</li>
<li>Compensation &amp; Benefits: Develop and manage competitive compensation structures, equity programs, and benefits packages tailored to the technology industry, ensuring alignment with market trends and employee expectations.</li>
<li>Learning &amp; Development: Implement training and professional development programs to upskill employees, support career growth, and maintain a future-ready workforce in a rapidly evolving tech landscape.</li>
<li>Diversity, Equity &amp; Inclusion (DEI): Lead DEI initiatives to promote a diverse workforce and equitable practices, ensuring representation and inclusion at all levels of the organization.</li>
<li>Compliance &amp; Risk Management: Ensure compliance with federal, California state, and local labor laws, including wage and hour regulations, workplace safety, and anti-discrimination policies. Oversee HR policies and procedures to mitigate risks.</li>
<li>HR Operations &amp; Technology: Leverage HR technologies (e.g., HRIS, ATS, performance management systems) to streamline processes, enhance data-driven decision-making, and improve employee experience.</li>
<li>Executive Partnership: Collaborate with C-suite leaders to provide insights on workforce planning, succession planning, and organizational design to support scalability and innovation.</li>
<li>Change Management: Lead HR initiatives during periods of growth, restructuring, or M&amp;A activity, ensuring smooth transitions and employee support.</li>
</ul>
Qualifications:
Education: Bachelors degree in human resources, Business Administration, or a related field; masters degree or MBA preferred.
Experience:
<ul>
<li>Minimum of 7+ years of progressive HR experience, with at least 4 years in a senior leadership role.</li>
<li>Proven experience in the technology industry, preferably with a focus on software development, computer hardware, and SaaS.</li>
<li>Experience managing HR for a workforce of 150+ employees in a fast-paced, innovative environment.</li>
</ul>
Skills &amp; Competencies:
<ul>
<li>Strategic thinker with the ability to align HR initiatives with business objectives.</li>
<li>Strong knowledge of California labor laws and compliance requirements.</li>
<li>Expertise in talent acquisition strategies for highly competitive tech roles.</li>
<li>Exceptional leadership and communication skills, with the ability to influence at all levels.</li>
<li>Proficiency in HR technologies (e.g., BambooHR, or similar platforms).</li>
<li>Data-driven decision-maker with experience in HR analytics and workforce planning.</li>
<li>Commitment to fostering diversity, equity, and inclusion.</li>
<li>Certifications: SPHR, SHRM-SCP, or similar certifications preferred. </li>
</ul>
Preferred Qualifications
<ul>
<li>Experience scaling HR operations in a high-growth technology company.</li>
<li>Background in managing hybrid or remote work environments.</li>
<li>Familiarity with compensation structures common in technology companies.</li>
<li>Prior experience in the Sacramento-region tech ecosystem or similar markets.</li>
</ul>
Work Environment &amp; Location
<ul>
<li>Location: This role is based in Folsom, CA, with an expectation of on-site presence to support in-office collaboration and culture-building. Hybrid work options may be available based on business needs.</li>
<li>Travel: Occasional travel (10-15%) to other company locations, industry conferences, or recruitment events may be required.</li>
<li>Culture: Our Folsom office is a dynamic hub of innovation, collaboration, and creativity, with a focus on empowering employees to drive technological advancements.</li>
</ul>
Were not perfect (no one is!) If your skillset is a bit different than what weve identified but you share our passion for renewable energy and believe you can make a valuable contribution to the role wed love to learn more about you!
 
About Trimark
Trimark is an industry leader in the movement towards a greener grid and a cleaner future. We design systems and provide services to enable the integration of large-scale renewable power plants into the power grid. Our products are at the forefront of generating dispatchable power from renewable plants by combining the intermittent renewable resource with energy storage. We manage thousands of renewable energy sites for industry-leading clients and support regulatory and operational compliance solutions for complex systems associated with critical infrastructure electric loads, power generation, water infrastructure and other similar applications.
Trimark provides systems and servicesthat power producers, utility providers, and independent load serving entities need to participate in organized electric markets, as well as the information ISOs and Balancing Authorities need to manage the bulk electric grids. Our team designs systems from concept to commissioning, including system and network architecture, software development, component assembly,technology configuration,installation, testing, certification, ongoing support, and maintenance.
 
Benefits
<ul>
<li>Work-Life Synergy</li>
<li>Paid Vacation</li>
<li>Paid Sick Leave</li>
<li>Paid Holidays</li>
<li>Medical Insurance</li>
<li>Dental Insurance</li>
<li>Vision Insurance</li>
<li>Health Savings Plan</li>
<li>Flexible Spending Account</li>
<li>401K Match</li>
<li>Student Loan Assistance</li>
<li>529 Savings Plan</li>
<li>Referral Bonus</li>
<li>Company Paid Life Insurance</li>
<li>Voluntary Life Insurance</li>
<li>Long Term Disability Insurance</li>
<li>Accident Insurance</li>
<li>Critical Illness Insurance</li>
<li>Identity Theft Protection</li>
<li>Legal Insurance</li>
<li>Pet Discounts</li>
<li>Employee Assistance Program</li>
<li>Onsite Gym Access (Folsom office) </li>
</ul>
Legal Notes
Equal Opportunity Statement 
Trimark is committed to compliance with all applicable laws providing equal employment opportunities. This commitment applies to all people involved in Company operations and prohibits unlawful discrimination by any employee of the Company, including supervisors and coworkers.
E-Verify Statement 
Trimark will provide the Social Security Administration, and if necessary, the Department of Homeland Security, with information from each new employees Form I-9 to confirm work authorization. Please note that we do not use this information to pre-screen job applicants.
Work Authorization 
This role is Not Eligible for sponsorship by Trimark, including future sponsorship. Candidates must reside in the United States.
Pay Transparency 
Compensation is based on market rate, job level, job related knowledge, skills, experience, education, and certifications. 
Candidate Safety 
Trimark engages in a structured hiring process during which you will meet with multiple team members. We do not issue offers based on email contact and will not ask for your personal or sensitive information prior to an accepted offer. Communications from our talent team will come from the trimarkassoc.com domains.
Unsolicited Candidate Referrals 
Trimark values our strategic partnerships with our agency partners who may supplement our internal recruitment teams efforts from time to time. To submit candidates for consideration, agency partners must have an executed agreement signed by Trimarks president and a job specific requisition. Without such agreements in place, Trimark will not pay a fee to any agency. Unsolicited referrals from any source other than directly from a candidate will be considered Trimark property and will be considered to have been referred by the agency free of any charge or fee. This includes resumes, partial resumes, candidate profiles, and candidate details or information.
Trimark engages in a structured hiring process during which you will meet with multiple team members. We do not issue offers based on email contact and will not ask for your personal or sensitive information prior to an accepted offer. Communications from our talent team will come from the trimarkassoc.com domains.

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