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<h3>Job Description</h3>
Job DescriptionSalary: $136,400 - $151,500 
Human Resources Director (Remote, United States)
 
WHO WE ARE
ETR (Education, Training, and Research) is a national non-profit passionate about our mission to improve the health and well-being of youth and communities by championing science. We seek to understand and address the ways health and education outcomes are influenced by the complex interactions between people and their environment. As a learning organization with a focus on mission-driven impact, we value different perspectives and ideas, collaboration, and continuous learning, both within the organization and in our partnerships. We are looking for people who share ETRs values to join our team.
 
THE IMPACT WE ARE LOOKING TO MAKE 
ETR envisions a world where all individuals and communities achieve their best health. We develop and disseminate innovative science-based programs, services, and products. Through this work, and by uplifting our partners, we support positive outcomes across the country.
HOW YOU CAN CONTRIBUTE
Reporting to the Chief Financial and Operating Officer, The Director of Human Resources is a strategic and compliance-centered leader responsible for stewarding the development, implementation, and oversight of HR systems, policies, and processes. This role will ensure ETRs full compliance with applicable employment laws, organizational policies, and evolving workforce needs while maintaining a people-centered approach. The Director will supervise the HR team, including contract and part-time staff, acting as a thought partner and support for their functions, while being accountable for the overall effectiveness and alignment of the HR function. This position is the primary organizational lead for HR compliance, employee relations, internal investigations, HR systems management, compensation strategy, policy development, and process improvement. This is a remote position and is open to anywhere inthe United States.
CULTURAL ATTRIBUTES
<ul>
<li>You possess excellent communication and relationship-building skills with colleagues, partners and clients with utmost integrity, courtesy and diplomacy.</li>
</ul>
<ul>
<li>You are capable of embracing others' ideas and seeking to understand their points of view to further our shared mission and vision.</li>
</ul>
<ul>
<li>You enjoy working independently as well as collaboratively to meet goals and deadlines.</li>
</ul>
<ul>
<li>You use technology to effectively and professionally communicate with remote colleagues.</li>
</ul>
<ul>
<li>You are self-motivated and can strategically prioritize multiple tasks in a fast-moving environment.</li>
</ul>
<ul>
<li>You embrace a spirit of learning and curiosity in your work and proactively seek out answers and solutions to questions and challenges that arise.</li>
</ul>
 
WHAT YOULL NEED TO BE SUCCESSFUL
<ul>
<li>Bachelors degree in Human Resources, Business Administration, or related field required; Masters degree or HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) preferred.</li>
</ul>
<ul>
<li>Minimum of 8 years of progressive HR experience, including at least 3 years in a senior HR role.</li>
</ul>
<ul>
<li>Demonstrated expertise in HR compliance, employee relations, compensation, and systems management.</li>
</ul>
<ul>
<li>Experience conducting and managing internal investigations with integrity and discretion.</li>
</ul>
<ul>
<li>Proficiency in HRIS platforms, especially ADP Workforce Now.</li>
</ul>
<ul>
<li>In-depth knowledge of multi-state employment law compliance, with demonstrated expertise in California employment regulations.</li>
</ul>
<ul>
<li>Excellent interpersonal, written, and verbal communication skills.</li>
</ul>
<ul>
<li>Experience working in nonprofit or mission-driven organizations strongly preferred.</li>
</ul>
<ul>
<li>Strong project and time management skills. </li>
</ul>
<ul>
<li>Excellent attention to detail and document organization.</li>
</ul>
<ul>
<li>Adaptable to many different types of stakeholders and personalities.</li>
</ul>
<ul>
<li>Demonstrated ability to organize and implement complex plans and projects.</li>
</ul>
<ul>
<li>Able and willing to travel.</li>
</ul>
<ul>
<li>Ability to maintain confidentiality of information and records with tact and discretion.</li>
</ul>
<ul>
<li>The use of a personal vehicle or rental car for ETR business will require a valid drivers license and proof of insurance.</li>
</ul>
<ul>
<li>This position is subject to a background check.</li>
</ul>
 
Location: Remote Anywhere in the United States.
Starting Pay Range: $136,400-166,700 annually. The typical hiring range for this position is $136,400 - $151,500 at 100% FTE. The starting salary is determined based on the candidates knowledge, skills, and experience.
WORKING AT ETR
ETR employees enjoy a competitive salary, amazing 401(K) and health benefits as well as generous PTO and holiday pay. You will contribute to making a difference in the world!
For more detailed information about this position and ETR, please visit our website:
<a href="http://www.etr.org" target="_blank">www.etr.org</a>
To apply for this position, please submit your resume to:
<a href="https://www.etr.org/about-us/careers/" target="_blank">https://www.etr.org/about-us/careers/</a>
ETR is proud to be an Equal Opportunity Employer
EEO and AA Employer/VET/Disabled
ETRis an equal opportunity employer. All qualified applicants willreceive consideration for employment without regard to sex, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law.
 remote work

Human Resources Director (Remote, United States)

<h3>Job Description</h3>
Job DescriptionAt Pacific Seafood, we do more than just provide the world with the healthiest proteins on the planet. We are an excellence-driven organization committed to being the brand of choice in the marketplace and the employer of choice in the community.&nbsp; We believe in servant leadership, investing in our team members, and rewarding performance.&nbsp; We live by the core values of our Diamond Philosophy: Quality, Teamwork, Productivity, and Excellence—which means consistently doing your best and always striving to do better.
Summary:&nbsp;
Pacific Seafood is seeking a hands-on, operations-focused HR Director to lead human resources for our Aquaculture division. This division supports a diverse group of businesses that grow and harvest oysters, clams, mussels, and steelhead trout across Washington, Oregon, and Northern California. You’ll serve as the strategic HR partner for about 400 team members across more than a dozen sites including farms, hatcheries, processing plants, and a retail/restaurant location. The role covers the full HR spectrum: recruiting, employee relations, compensation, training, and more. We’re looking for someone business-savvy, people-centered, and passionate about making an impact through strong HR leadership. This position is based in Coupeville, WA or Clackamas, OR, requires significant travel (up to 50%) to remote and rural aquaculture locations, involves close collaboration with leadership to align HR strategy with business goals, and is supported by our centralized HR team for payroll, benefits, and systems.&nbsp;&nbsp;
Key Responsibilities: 1.&nbsp;Strategic HR Business Leadership:
<ul>
<li>Travel extensively to remote farming and aquaculture sites to provide hands-on HR support, conduct training, and ensure compliance with company policies and labor standards.</li>
<li>Serve on the leadership team as the head HR professional for the division; build effective relationships, provide coaching, and drive team effectiveness with passionate performance (which engages the hearts and minds of our Team Members).</li>
<li>Drive operational priorities to achieve a high-performance, high-integrity business.</li>
<li>Develops and implements strategies to create efficiencies by improving productivity while maximizing operating performance. </li>
<li>Collaborate with enterprise support departments and other division HR leaders to align on company-wide programs and initiatives that champion our vision, mission and core values.</li>
<li>Develop and implement KPIs that drive performance including safety and succession planning.</li>
<li>Using HRIS Business Intelligence, provide detailed analysis of key human resources metrics and produce reporting to identify trends, opportunities for improvement, and establishment of performance metrics.</li>
<li>Lead, coach and mentor location leaders, managers, and supervisors, to ensure alignment on company initiatives, achievement of company KPIs, and continuous professional development.</li>
</ul>
2. Recruiting and Staffing:
<ul>
<li>Oversee&nbsp;recruiting, onboarding, and employee relations</li>
<li>Work with business leaders to identify and fill all needed positions with top candidates.</li>
<li>Collaborate with hiring managers and corporate recruiters to develop job descriptions, post open positions, and assist with interviewing, candidate selection, and onboarding.</li>
<li>Ensure all operations are effectively staffed to meet business needs including seasonal hiring.</li>
</ul>
3. Compensation and Payroll:
<ul>
<li>Partner with the division leadership team to administer company benefit and compensation programs, conduct job market analysis to ensure that pay practices, schedules and grades are externally competitive, internally equitable, and drive performance.</li>
<li>Manage the annual performance and compensation review process, to include coordination of incentive programs, recognition, and retention programs.</li>
</ul>
4.&nbsp;Training, Development and Succession Planning:
<ul>
<li>Manage onboarding and training plans matched to specific job duties to ensure all team members are trained to do their job effectively, safely, and at maximum productivity.</li>
<li>Develop and implement organization structures, succession plans, gap analysis, and leadership development strategies to build bench strength for all key roles and maximize internal career progression in each operation. </li>
<li>Support leaders in the creation and management of&nbsp;individual KPIs and development action plans. </li>
</ul>
5.&nbsp;Team Member Relations and Risk Management
<ul>
<li>Build relationships with geographically dispersed teams and support workforce needs in rural and seasonal environments.</li>
<li>Be an expert in local, state, and federal employment laws and mitigate risks in HR operations.</li>
<li>Conduct internal investigations, present findings, and assist with determining the appropriate corrective action and resolution. Assist in representing company in internal and external employment complaints and litigation.</li>
<li>Ensure proper HRIS data integrity and maintenance of personnel files, workers compensation, Form I-9 records, recruiting system and applicant records in accordance with company policies and federal, state, and local regulations.</li>
<li>Support third-party and customer audits.</li>
</ul>
Additional responsibilities may be assigned as deemed necessary to support the overall goals and objectives of the position. What you Bring to Pacific Seafood: Required:
<ul>
<li>BA/BS degree from an accredited college or university in Human Resources, or related field.</li>
<li>Minimum 7 years of HR management experience, including supervisory roles. </li>
<li>Experience managing the HR function in a multi-state, multi-location environment.</li>
<li>Advanced experience using full Microsoft Office Suite.</li>
<li>Ability to travel up to 50% of the time, as required.</li>
</ul>
Preferred:
<ul>
<li>Master’s degree in Human Resources or Business Administration.</li>
<li>HRCI or SHRM certification.</li>
<li>Previous HR experience in agriculture, manufacturing, food production</li>
<li>Previous experience with Ultimate Software (UKG).</li>
<li>Bilingual written, verbal and reading skills in English and Spanish languages.</li>
</ul>
Total Compensation:
At Pacific Seafood, your base wage is only a portion of your overall compensation package. We invest in our Team Members through a comprehensive and attractive total rewards package, including but not limited to:
<ul>
<li>Health insurance benefits options, including medical, prescription, vision, dental, basic group life and short term disability.</li>
<li>Flexible spending accounts for health flex and dependent care expenses.</li>
<li>401(k) Retirement Plan options with generous annual company profit sharing match.</li>
<li>Paid time off for all regular FT team members, to include paid sick, vacation, holiday, and personal time.</li>
<li>Employee Assistance Program- Confidential professional counseling, financial, and legal assistance provided at no charge to Team Members and immediate family members</li>
<li>Product purchase program.</li>
</ul>
Pacific Seafood is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.
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QZEVxGj5uu

Human Resources Director

<h3>Job Description</h3>
Job Description
Join Our Team as Human Resources Director!
We are a well-established, people-first company that knows our greatest success comes from the quality, care, and happiness of our team members. As we continue to grow, we are seeking a dynamic and experienced HR Director to help lead our culture, champion our people, and drive our organization forward.
If you’re looking for the chance to make a lasting impact at a stable, growing company while advancing your career, then this is the opportunity you’ve been waiting for.
Submit your resume and change your future today!
 
What You’ll Do:
<ul>
<li>Foster a welcoming, professional, and positive workplace culture.</li>
<li>Lead the development and execution of corporate HR strategies.</li>
<li>Build and maintain an open-door, people-first culture.</li>
<li>Oversee HR initiatives across employee relations, training, and development.</li>
<li>Ensure compliance with all federal, state, and local employment regulations.</li>
<li>Lead benefits administration and payroll processes.</li>
<li>Drive employee engagement and professional growth.</li>
</ul>
 
What We’re Looking For:
<ul>
<li>5+ years of HR leadership experience within the hospitality industry.</li>
<li>Deep knowledge of federal, state, and local labor laws.</li>
<li>Proven success managing HR operations for 2,000+ employees.</li>
<li>Exceptional communication and interpersonal skills.</li>
<li>Strong organizational and project management abilities.</li>
<li>Bachelor's Degree in Human Resources or related field.</li>
</ul>
 
What We Offer:
<ul>
<li>Highly competitive base salary.</li>
<li>Remote work environment!</li>
<li>Comprehensive medical, dental, and vision benefits.</li>
<li>Generous vacation and paid time off program.</li>
<li>Bonus and retirement programs.</li>
<li>And much more!</li>
</ul>
 
If you’re ready to bring your HR expertise to a forward-thinking company with a strong vision, proven success, and a people-first strategy, we want to hear from you.
Don’t wait!
Submit your resume and change your future today!

Human Resources Director - Hospitality

<h3>Job Description</h3>
Job DescriptionDirector of Operations, Human Resources
Remote - Travel Required 
The Director of Operations Human Resources is responsible for leading and motivating a team of HR Managers and Business Partners who work collaboratively to build HR strategies, improve organizational performance and develop capabilities to attract, engage, develop, reward, and retain talent. This role requires strategic thought leadership and organizational management skills to lead change management and people development discussions and strategies that build a winning organization.
Your Seat at the Table: 
<ul>
<li>Provide guidance and input across workforce planning/org design, succession planning, and other key people levers (employee development, compensation, performance management, DEI, culture/belonging, etc.)</li>
<li>Must possess the ability to overcome resistance to organizational change, influence all employees to embrace it, and lead the change initiative.</li>
<li>Must be able to simultaneously prioritize and execute multiple projects based on business needs.</li>
<li>Must interface effectively with multiple locations, departments/functions.</li>
<li>Ensures appropriate proactive employee engagement to support company's goals of attracting and retaining talent.</li>
<li>Assess organizational performance systemically, define talent gaps and propose HR solutions that contribute to business growth.</li>
<li>Drive strategic initiatives and coach plant leadership teams to proactively diagnose, develop solutions and implement action plans to fulfil the People Plan.</li>
<li>Applies "systems thinking" and leads change for effectiveness of organization performance with metrics and analytics in a way that drives business performance (retention).</li>
<li>Applies judgment to data insights and trends to support business talent and organization decisions that drives organizational effectiveness, innovative and robust workforce planning, engagement strategies, and succession management</li>
<li>Takes a leadership role in creating a respectful and inclusive work environment while role-modeling the Shearer's values and fostering cultural diversity.</li>
<li>Operationalizes plant HR functions by establishing department accountabilities, including recruiting, onboarding, offboarding, compensation, training and development, records management, safety and health, succession planning, employee relations and retention, and AA/EEO compliance.</li>
<li>Assists with the monitoring of annual HR budget.</li>
</ul>
Maintains a safe work environment
<ul>
<li>Ensures that behaviors, practices and the work environment support a safe workplace by enforcing Shearer's policies and procedures</li>
</ul>
Leads and Develops Team Members
<ul>
<li>Leads the HR team through an emphasis on people</li>
<li>Coach HR team members on Shearer's competencies and assist with creating action plans to develop individual and team capability</li>
<li>Promotes a culture of accountability and teamwork within the HR function. Develop capabilities of HR Leaders and Business Partners through mentoring, training, and coaching.</li>
<li>Identifies and creates individual development plans in collaboration with direct reports to enhance future career opportunities using TMS, training, workshops and stretch assignments.</li>
<li>Communicate and champion the Vision, Mission, operating principles and all strategies of Shearer's Snacks, to HR Business Partners and other internal/external stakeholders. </li>
<li>Builds rapport and collaborative relationships across cross-functional teams</li>
</ul>
Performs additional related duties as assigned
What you Bring to the Table: 
<ul>
<li>Bachelor's degree in Human Resources, Business, Organization Development, or equivalent area</li>
<li>10+ years of progressive leadership experience in human resources, preferably within a manufacturing environment and at least one successful assignment as a Plant HR Manager</li>
<li>Knowledge of advanced principles in human resources operations</li>
<li>Knowledge of basic and advanced methods of training and coaching individuals and groups</li>
<li>Knowledge of labor laws, legal codes, and rules and regulations</li>
<li>Interpersonal skills</li>
<li>Decision-making skills</li>
<li>Time management skills</li>
<li>Organizational skills</li>
<li>Ability to plan, direct, and coordinate</li>
<li>Ability to work within an integrated operating enterprise</li>
<li>Ability to manage team members in executing complex programs</li>
<li>Ability to work a variable schedule</li>
<li>Knowledge, skills, and abilities consistent with the essential duties and responsibilities</li>
</ul>
We Offer a Feast of Benefits
Medical, Dental, Vision, Life, Flexible Spending Account, Retirement Savings Plan with Match, Short Term Disability, Long Term Disability, Group Critical Accident Insurance, Group Critical Illness Insurance, Employee Assistance Plan and numerous opportunities to volunteer in the communities in which we operate.
You will be considered for employment in our inclusive workplace
Because at Shearer's, we are committed to providing equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, protected veteran status, or any other characteristic protected by law.
This is your invitation to apply now!
Note: Shearer's does not accept agency resumes. Please do not forward resumes to any recruiting alias or employee. Shearer's is not responsible for any fees related to unsolicited resumes.
[HR]

Director of Operations, Human Resources

<h3>Job Description</h3>
Job Description
 Title: Director of Human Resources   &nbsp; Supervised by: Executive Director   &nbsp; Classification: Full-time, Salaried, Exempt&nbsp;&nbsp; Starting Pay: $120,000 per year Anticipated Start Date: January 2026 Position Summary. The Director of Human Resources serves as a strategic leader and trusted advisor, helping to shape the organization's culture and driving our people strategy. They serve on Jubilee’s Executive Team and oversee the full spectrum of HR functions, including talent acquisition, employee engagement, employee benefits, learning and development, HR compliance, and more. The Director of Human Resources champions initiatives that foster an inclusive, innovative, and high-performing workplace, where employees feel safe, seen, and heard, and are empowered to contribute their best. Collaborating closely with leadership, the Director of Human Resources designs and implements forward-thinking HR strategies that attract, develop, and retain top talent, nurture professional growth, and enhance employee well-being. Their ability to lead with empathy and vision is instrumental in cultivating a culture of collaboration, adaptability, and excellence.&nbsp; We kindly ask that all candidates include a cover letter addressed to Steve Keener, Executive Director, that expresses their interest in the position and highlights their relevant experience. A thoughtful cover letter helps us better understand your connection to our mission and the unique strengths you would bring to the role.   &nbsp;
Responsibilities.  &nbsp;
<ul>
<li>Leadership and Strategy. Lead Jubilee’s Human Resources Department and directly supervise the Talent Acquisition Manager, Benefits and Compensation Manager, Academy Program Director, Employee Navigator, and Executive Assistant. Lead in developing, implementing, and evaluating strategic goals related to talent acquisition, development, and retention. &nbsp;</li>
<li>Recruiting and Onboarding. Forecast staffing needs and plan recruitment efforts in collaboration with the Talent Acquisition Manager and other members of Jubilee’s Management Team. Ensure hiring and onboarding processes reflect Jubilee’s values and meet the needs of the people Jubilee supports.</li>
<li>Workplace Culture. Facilitate a fair, equitable work environment that welcomes and celebrates people from all backgrounds and offers equal access to advancement opportunities. In collaboration with the Employee Navigator, plan and execute events that honor employees’ cultures and identities and support the activities of current and future employee resource groups. Support practices and systems that listen and are responsive to employee needs and concerns. This includes conducting periodic employee surveys and actively promoting and managing the HR Help Desk.&nbsp;</li>
<li>Learning and Development. In collaboration with Jubilee’s Academy Program Director, oversee and support Jubilee’s learning and development programs, including new hire orientation, required and supplemental employee training, and the Academy, which offers courses to disability professionals from Jubilee and beyond. Ensure employees have learning and development opportunities that inspire, reinforce Jubilee values, equip team members, and comply with regulatory requirements. Work with employees, the HR team, and Program Services to ensure staff complete mandated training.</li>
<li>HR Metrics. Regularly monitor and address organizational and industry employment data and trends, including vacancy rate, turnover, time to hire, and other HR metrics. Report on turnover, retention, and other trends annually to the Board of Directors. Complete or delegate the National Core Indicators State of the Workplace report annually.&nbsp;</li>
<li>Policies and Compliance. Maintain and communicate up-to-date human resources policies and procedures in collaboration with the Executive Director. Ensure employment practices and records follow local, State, and Federal regulations.   &nbsp;</li>
<li>Employee Benefits. Oversee an employee rewards package that attracts and retains staff, including a self-insured health plan, retirement, paid leave, and much more. In collaboration with the Benefits and Compensation Manager, shop benefits, conduct an annual open enrollment process, and make recommendations for changes and enhancements.    &nbsp;</li>
<li>Performance Management. Oversee performance management processes, including annual reviews, performance discussions, and personnel matters. Conduct or delegate investigations related to breaches of employee policies or employment laws.&nbsp;&nbsp;</li>
<li>Employee Relations. Maintain systems to provide a positive employee relations environment, including coaching managers, eliciting input from employees regarding decisions that affect them, communicating change, and facilitating problem-solving and conflict management. &nbsp;</li>
<li>Customer Service. Provide proactive, responsive customer service to internal and external stakeholders in all areas of job function.   &nbsp;</li>
<li>Other Duties as Assigned. Assume internal and external roles, projects, and responsibilities related to the role.   &nbsp;</li>
</ul>
Qualifications.  &nbsp;
<ul>
<li>Bachelor’s degree in human resources or a field related to our work. </li>
<li>6-10 years of generalist experience in human resource management, preferably in nonprofit social services or health care settings.</li>
<li>Supervisory experience required.    &nbsp;</li>
<li>PHR/SPHR, SHRM-CP/SHRM-SCP, or master’s degree in related field preferred.    &nbsp;</li>
<li>Advanced reasoning abilities and good judgment.   &nbsp;</li>
<li>Advanced written and verbal communication and interpersonal skills. People-first language and thinking are essential.   &nbsp;</li>
<li>Excellent organizational skills and attention to detail to effectively manage documents, priorities, and project lists.   &nbsp;</li>
<li>Strong technology skills in effectively using Outlook, Word, Excel, and data systems.   &nbsp;</li>
<li>Desire to work with and learn from people who have intellectual disabilities.   &nbsp;</li>
<li>Ability to handle sensitive situations discreetly and tactfully, safeguarding personal information.    &nbsp;</li>
<li>Ability to promote Jubilee as a progressive and preferred employer, and to live and teach our values at work.   &nbsp;</li>
<li>Bilingual (English/Spanish) is always a plus.   &nbsp;</li>
</ul>
This role is not remote and requires in-person work at Jubilee’s offices and worksites. All employees must have a Covid vaccine before starting work. &nbsp; Compensation. This position has a fixed starting salary of $120,000 per year. Benefits include 4 weeks of vacation, 2 weeks of sick leave, health/dental/life/disability insurance, 3% retirement match after one year, 7 paid holidays, $1,000 student loan assistance or tuition reimbursement, paid training opportunities, Flexible Spending Account (FSA) for medical and dependent care expenses, periodic reimbursement of vacation expenses, and more. Depending on personal situations, additional paid leave may apply, such as parental leave, bereavement leave, and jury service. Eligibility for some benefits starts at 20 or 30 hours of work per week.&nbsp;&nbsp;   &nbsp; About Jubilee. Jubilee Association of Maryland is a faith-based nonprofit that provides opportunities and support for adults with intellectual and other developmental disabilities to live in and enrich their community while fulfilling their personal, family, social, and spiritual needs. Jubilee was started by Hyattsville Mennonite Church in 1978 as part of the movement to bring people with intellectual disabilities out of segregated institutions and into the community. Since then, Jubilee has grown to be a leader in person-centered disability services, currently supporting more than 200 people who are included in their communities across Montgomery County, Maryland. The organization has a staff of more than 400 and an annual budget of more than $30 million. Through partnerships, innovation, and attentive care, Jubilee is a leader in providing the highest quality services and helping demonstrate the power of inclusion. Learn more at <a href="http://www.jubileemd.org" target="_blank">www.jubileemd.org</a>. &nbsp; Jubilee Association of Maryland is an equal opportunity employer that values a diverse workforce. We are committed to equal employment opportunity regardless of race, color, national origin, citizenship, sex, gender identity, sexual orientation, marital status, age, disability, physical characteristics, genetic information, physical characteristics, veteran status, or religion.&nbsp;
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ZS0XqWJ38B

Director of Human Resources

<h3>Job Description</h3>
Job Description
Human Resources Business Partner
Employment Type: Full Time
EEOC Classification: Exempt
Reports to: VP, Human Resources

SUMMARY
The HR Manager serves as a strategic Human Resources Business Partner to veterinary hospital leadership, providing expert guidance and partnership on people-related strategies that drive hospital performance and team member engagement. This role works closely with the Regional Director of Operations, Practice Managers, and DVMs to align HR practices with hospital needs and organizational objectives. The HR Manager supports a wide range of HR disciplines—including employee relations, talent management, performance management, compensation, compliance, and culture—while acting as a trusted advisor and advocate for both team members and leaders.
Essential Duties and Responsibilities
<ul>
<li>Act as a Business Partner to hospital and regional leadership by understanding operational goals and aligning HR strategies to support growth, retention, and engagement.</li>
<li>Build strong, collaborative relationships with hospital leaders to proactively anticipate HR needs and provide consultative solutions.</li>
<li>Provide day-to-day coaching, support, and strategic counsel to hospital managers on HR matters including performance, employee engagement, and leadership development.</li>
<li>Conduct workplace investigations, ensuring fair, compliant, and equitable outcomes while advising hospital leadership on next steps.</li>
<li>Develop, update, and implement HR policies tailored to hospital operations; ensure compliance with local, state, and federal requirements.</li>
<li>Collaborate with Talent Acquisition to support proactive recruiting, onboarding, and retention strategies that meet hospital needs.</li>
<li>Review HR data (turnover, exit interviews, engagement surveys, etc.) with hospital leaders to identify trends and implement action plans.</li>
<li>Support culture initiatives that enhance team member experience and reinforce a people-first, client-centered environment in hospitals.</li>
<li>Serve as a liaison between hospitals and the Support Center to ensure consistency in HR practices, benefits, and compliance.</li>
<li>Provide administrative and compliance support, including HR reporting, EEO/AAP documentation, and HR-related invoices (background checks, drug screens, etc.).</li>
<li>Partner with HR leadership on organizational-wide initiatives in benefits, payroll, compensation, training, and other programs, adapting them to fit hospital operations.</li>
</ul>
Competencies
<ul>
<li>Trusted Business Partner with ability to influence at all levels of hospital operations</li>
<li>Ability to consult, coach, and provide solutions tailored to operational needs</li>
<li>Strong knowledge of multi-state employment practices and compliance</li>
<li>Relationship-building skills </li>
<li>Strategic problem solver </li>
<li>Ethical judgment and confidentiality in sensitive situations</li>
<li>Clear, persuasive communicator with strong listening skills</li>
</ul>
Preferred Experience and Education
<ul>
<li>Bachelor’s Degree or equivalent HR experience</li>
<li>5-10+ years of progressive HR experience, preferably in a multi-site healthcare or service environment</li>
<li>Veterinary or healthcare industry experience strongly preferred</li>
<li>Proven success as an HR Business Partner to field or hospital leadership teams</li>
<li>Experience supporting geographically dispersed teams across multiple states</li>
</ul>
COMPUTER SKILLS
MS Excel Spreadsheet software and MS Word; MS PowerPoint Word Processing software; ADP Workforce Now or other
 
TRAVEL REQUIREMENTS
Willingness and ability to travel up to 25% of the time for hospital visits, RDO partnership, and new acquisition support
PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
WORKING ENVIRONMENT
This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.
Community Veterinary Partners. is committed to equal opportunity in employment. It is the Company’s policy that equal employment opportunity be provided without regard to age, race, color, sex, religion, national origin, sexual orientation, disability, covered veteran status, or any other status protected by law.

Human Resources Business Partner -Remote

<h3>Job Description</h3>
Job DescriptionOphthalmic Consultants of Boston (OCB) is currently seeking a dynamic Director of Human Resources to join our growing team. Position Overview: Ophthalmic Consultants of Boston (OCB) is a physician group practice presently consisting of 40 Ophthalmologists and 24 Optometrists who provide primary, sub-specialty and optometric care to patients whose visits annually total 350,000. OCB has approximately 450 staff members, based in 14 practice locations including Metro Boston, North Shore, South Shore and Cape Cod. OCB strategically recruits Ophthalmologists and Optometrists to fill identified practice needs while providing the financial and management resources necessary to support the development and growth of the practices. The Director of Human Resources will report to the Chief Operating Officer and have a working relationship with the OCB Chairman/President/Medical Director. The Director of Human Resources is accountable for the direction and management of OCB’s Human Resources services. The Director of Human Resources provides leadership and expertise with sensitivity and responsiveness to the needs of the Management Team, the Ophthalmologists and Optometrists as well as the staff members.&nbsp; OCB has undertaken a variety of strategic initiatives, and the practice continues to grow to meet patient demand. &nbsp;It is the responsibility of the Director of Human Resources to work with the management team in assisting with leadership development, compliance with regulations and development of an engaged and motivated workforce.&nbsp; This includes many remote and hybrid staff. The Ideal Candidate: The Director of Human Resources will be well versed in Human Resources State and Federal rules &amp; regulations in multiple states, policies &amp; procedures, coaching supervisory and management staff, and will have knowledge of technology that can be used for human resources operations. The candidate must possess exceptional leadership, interpersonal and communication skills. The Director of Human Resources will work independently to develop initiatives, as well as being a creative, responsive problem-solver, with a strong customer service focus and a commitment to compliance with all employment laws.&nbsp; Education and Experience: A Bachelor’s degree is required; Masters in Human Resources Management or other related Master’s program is preferred; minimum of ten years’ experience in a leadership position, with demonstrated experience in planning and developing human resources programs. &nbsp; Supervision Received: Chief Operating Officer Supervision Exercised: Human Resources Talent Acquisition Manager, Benefits Coordinator and HR Manager. Performance Requirements: Provides leadership to the organization and is responsible for creating an atmosphere of respect and cooperation amongst all staff members with an emphasis on morale. Must have a strong knowledge of personnel practices and the theories that are necessary to direct the operations of a Human Resources department. Ability to identify, develop, as well as oversee programs that will support the quality human resource standards throughout the Practice. Capable of exercising a high degree of initiative, discretion and decision making to achieve organizational objectives and goals. Skilled at communicating well with a diverse population both verbally and in writing. Aptitude to focus on assessing situations and developing solutions. Talent to develop methods to increase productivity as well as the ability to develop and manage training programs. Skilled at developing and writing policies and procedures, facilitating educational seminars and delivering high quality presentations. Ability to build and establish positive relationships throughout all levels of the organization as well as having the ability to delegate responsibility and authority to staff. Responsibilities: With the assistance of the Human Resources Team and Management Team, the Director of Human Resources will direct and motivate all of OCB’s Human Resources functions to ensure that OCB’s established objectives and standards are adhered to. Assists the Management Team in the development and implementation of plans to ensure regulatory compliance for the OCB Practice. Assists the Management Team to ensure that performance evaluations, development of objectives &amp; goals and workflow planning are performed in a timely manner. Contribute as part of the interviewing team and make recommendations on employee hires, promotions, salary changes, discipline, terminations and similar actions. When needed, participates in resolving staff complaints and supporting managers with employee relations challenges. Maintains collaborative team relationships with peers and colleagues to effectively contribute to the working group’s achievement of objectives &amp; goals and assists in fostering a positive work environment. Plans and directs all aspects of the Human Resources functions of medical practice. Ensures compliance with regulatory and legal requirements, including the states where OCB has staff and supports remote workers. Communicate benefits and policies to staff members. Focus on the continued development and maintenance of personnel policies and procedures within the organization. Examples of Duties: &nbsp;
<ol>
<li>Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.</li>
<li>Develops &amp; maintains personnel handbook, position descriptions, salary ranges and position grades.</li>
<li>Develops and interprets policies and procedures to ensure fairness and compliance.</li>
<li>Develops and maintains competitive compensation program for Exempt and Non-Exempt staff members.</li>
<li>By using OCB’s hiring data and information obtained from departing staff members, reviews and propose adjustments to the OCB salary ranges.</li>
<li>Ensures compliance with multiple State and Federal regulations. &nbsp;</li>
<li>Serves as member of OCB’s Management Team.</li>
<li>Directs and maintains employee relations programs to ensure effective retention practices.&nbsp; This includes coaching and training for management. </li>
<li>With OCB Finance, oversees payroll policies and procedures ensuring continuous efficiency.&nbsp; Evaluate the use of automation to improve processes related to employee life cycle.</li>
<li>Creates and implements recruiting strategies for the hiring and retention of all staff members with the management team.</li>
<li>Develops and maintains a regular schedule to visit OCB’s practice locations to meet with the staff and management.&nbsp; </li>
<li>Conducts benefit survey and conduct analysis of Boston, Metro-Boston, and South Shore employer benefits to determine where OCB’s benefits compare and propose recommendations when needed to Management Team.&nbsp; </li>
<li>Conducts regular employee engagement surveys, manages the suggestion box and monitors improvements to keep staff and providers engaged. </li>
<li>Acts as a primary liaison, assisting the COO and the Director of Finance with annual enrollments of group health &amp; dental insurance plans.&nbsp; </li>
<li>Oversees the management and administration of all the company’s benefits program including long term disability, supplementary LTD, Life, AD&amp;D, workman’ s compensation and the 401(k) plan.</li>
<li>Identifies, develops and implements Human Resources programs, which will assist the practice in accomplishing strategic business objectives.</li>
<li>Identifies servant leadership development training needs of the practice by working with Management Team on implementing approved programs and solutions.</li>
<li>Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system.&nbsp; Implement, upgrade and maintain the HRIS system. </li>
<li>Develops and manages the Human Resources budget.</li>
<li>Ensure that the Management Team oversees the objective &amp; goal process for their direct reports and that such objectives are properly determined, monitored and assessed.</li>
<li>Make certain that the Management Team and Practice Managers are completing the performance reviews of their direct reports in a timely manner.</li>
<li>Annually develop the OCB/Tufts Medical School Fellowship contracts to insure timely delivery of the Fellowship contracts to the OCB President and the Chief of Ophthalmology at Tufts.&nbsp; </li>
<li>Support revisions of the physician employment contracts and ensure compliance with OCB policies and regulations. </li>
<li>Develops and implements annual departmental budget and monitors it monthly. &nbsp;</li>
<li>Interface with COO and Recruitment Committee on recruitment of physicians. Act as lead in the provider recruitment communication and coordinating the Interview Itinerary for Ophthalmologists and Optometrists who are being considered by OCB</li>
</ol>
 &nbsp;
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NEMCAyHTaY

<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 Director, 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 for our go-to-market function.
The Director, HR Business Partner will report to and partner closely with the Sr. Director of People 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
<ul>
<li>Partner with executive and regional 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 front-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>
<li>Employee relations
<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>
<li>Organizational Development
<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 sales enablement teams to implement sales training programs and foster engagement and job satisfaction</li>
</ul>
</li>
</ul>
Qualifications:
<ul>
<li>Minimum of 8 years of experience resolving complex employee relations issues and at least 3 years supporting sales, customer success, or other KPI driven go-to-market groups</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>Experience leveraging data to drive performance management and people strategy </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>Willing to travel up to 25%</li>
<li>Please note that this position is located in New York, NY and is expected to adhere to a 4-day in-office hybrid work schedule. Candidates must be located within 75 minutes' commuting distance of the NYC office</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 $180,000 and $195,000 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.

Director, Human Resources Business Partner

<h3>Job Description</h3>
Job DescriptionSalary: 
Location: Remote (U.S. preferred) Reports to: CEO 
About Us
Uscreen is a profitable, remote-first SaaS company helping creators build and grow video membership businesses. We recently partnered with a leading private equity firm to fuel our next stage of growth transitioning from a successful, founder-led, bootstrapped business into a more mature, structured organization. Building a world-class People function is central to that journey, and this role will be a key driver in shaping our culture, systems, and capabilities for the future. 
The Role
Were seeking a Director of Human Resources to join our leadership team and own our people strategy. This is a hands-on leadership role in a fast-paced, remote-first tech company serving the creator economy. Youll partner directly with the CEO and senior leaders to design and scale a high-performance, high-accountability environment that enables our team to thrive. 
If youre energized by building from the ground up, bringing clarity to ambiguity, and balancing strategy with execution this is the role for you. 
Key Responsibilities
Strategic HR Leadership
<ul>
<li>Partner with the CEO and leadership team on org design, workforce planning, and people strategy.</li>
<li>Ensure HR initiatives align with company priorities and the mindset of a growth-stage, PE-backed business. </li>
</ul>
People Operations &amp; Programs
<ul>
<li>Build scalable HR programs across the employee lifecycle from onboarding and development to performance and engagement.</li>
<li>Implement systems that enable growth and efficiency, not just maintain the status quo. </li>
</ul>
Culture &amp; Performance
<ul>
<li>Embed a culture of urgency, customer obsession, and high standards.</li>
<li>Establish mechanisms for clear goal-setting, performance reviews, feedback, and team alignment. </li>
</ul>
Remote Workforce Engagement
<ul>
<li>Design and implement practices to engage a distributed, global workforce.</li>
<li>Foster communication, connection, and productivity across time zones. </li>
</ul>
Talent Acquisition &amp; Employer Brand
<ul>
<li>Lead recruiting strategy in partnership with external recruiters.</li>
<li>Improve hiring processes, elevate candidate experience, and position Uscreen as a top destination for talent. </li>
</ul>
Employee Relations &amp; Compliance
<ul>
<li>Act as a trusted advisor to managers and employees.</li>
<li>Maintain clear, fair policies and ensure compliance with U.S. employment laws.</li>
<li>Handle sensitive issues with professionalism, confidentiality, and empathy. </li>
</ul>
Compensation &amp; Benefits
<ul>
<li>Shape a competitive compensation philosophy (base, bonus, equity) aligned with performance culture and remote-first needs.</li>
<li>Oversee benefits and perks that support well-being and retention. </li>
</ul>
Leadership Development &amp; Coaching
<ul>
<li>Build people management skills and team effectiveness across the organization.</li>
<li>Provide coaching, training, and guidance for growing high-performing teams. </li>
</ul>
What Were Looking For
<ul>
<li>810+ years of progressive HR experience, including senior leadership roles in scaling tech companies.</li>
<li>Proven ability to thrive in high-growth, remote-first environments.</li>
<li>Strategic thinker who is also hands-on comfortable building from scratch.</li>
<li>Broad People Ops expertise: recruiting, onboarding, compliance, performance, L&amp;D, compensation, etc.</li>
<li>Strong business acumen with a data-driven approach to decision-making.</li>
<li>Excellent communication, coaching, and influencing skills.</li>
<li>Bonus: Experience or interest in the creator economy, digital media, or creator-focused platforms. </li>
</ul>
Location &amp; Compensation
<ul>
<li>Remote U.S.-based preferred. Some availability during U.S. Eastern hours required.</li>
<li>The base salary range for this role is $140,000 $160,000 USD annually. Actual compensation within this range will be determined based on skills, experience, and location. In addition, the total compensation package may include an equity grant.</li>
<li>U.S. employees receive health, dental, vision, 401(k) with match, and stipends for home office, coworking, and learning and development. For non-U.S. employees, benefits may differ by region.</li>
</ul>
Why Join Us?
At Uscreen, youll have the opportunity to:
<ul>
<li>Shape the culture and operating model of a scaling, PE-backed company.</li>
<li>Work alongside a high-performing leadership team with a clear growth mandate.</li>
<li>Build the People function from the ground up and make a lasting impact. </li>
</ul>
If this sounds like the challenge youve been looking for, wed love to hear from you.
 remote work

<h3>Job Description</h3>
Job DescriptionDescription:
Nexus Family Healing is seeking a dynamic Director of Human Resources to join our team! 
 
Our Director of Human Resources will plan, lead, direct and develop the policies, activities, and staff of the Human Resource (HR) department. This strategic HR leader will prioritize HR areas including legal compliance, risk mitigation and implementation of the organization’s mission, values, and talent strategy. The Director of Human Resources will provide direct oversight and HR support of assigned agencies and provide the first point of contact for agency HR related issues and concerns. 
 
At Nexus Family Healing, we embrace diversity, promote equity, and foster inclusion. As a national mental health organization, we serve a diverse group of youth and families, and we strive for our workforce to support and represent that diversity.
Schedule/Location/Pay:
<ul>
<li>Full-time remote from Minnesota opportunity!</li>
<li>Monday through Friday</li>
<li>Salary Range: $120,000-130,000 annually </li>
</ul>
Nexus’ Comprehensive Benefits Include:
<ul>
<li>Five weeks paid time off (PTO) in the first year of employment</li>
<li>Multiple options for health insurance coverage</li>
<li>No-cost life insurance</li>
<li>Short/long-term disability insurance</li>
<li>401k match</li>
<li>NEW – Talkspace Therapy Benefit for the whole family</li>
<li>NEW – Hinge Health Benefit for the whole family</li>
<li>NEW – Carrot Fertility Benefit</li>
<li>Continuous learning and training opportunities</li>
<li>Advancement pathways and internal promotion</li>
<li>And much more!</li>
</ul>
Primary responsibilities:
Strategic HR Leadership
<ul>
<li>Aligns HR initiatives with organizational strategy by setting quarterly and annual goals that support Nexus’s mission and talent needs.</li>
<li>Builds high-performing HR teams through strategic hiring and onboarding, ensuring a trauma-informed, mission-aligned candidate experience.</li>
<li>Oversees employee relations, including corrective actions and separations, in line with company policy.</li>
<li>Develops and deploys HR policies, training, and initiatives that drive compliance and strategic outcomes.</li>
<li>Partners with Talent Acquisition to improve hiring practices, enhance employer branding, and reduce turnover.</li>
</ul>
Human Resource Team Development
<ul>
<li>Leads and supports agency and NHO HR staff, ensuring clarity in roles and responsibilities.</li>
<li>Manages daily HR operations and fosters accountability through clear direction and performance feedback.</li>
<li>Encourages high performance by providing consistent, specific and meaningful coaching feedback, through constructive and timely performance evaluations, employee 1:1’s and direct report group meetings.</li>
<li>Facilitates professional development, training, and certification activities for HR staff; seeks ways to leverage employee strengths and create individual development plans with employee progression opportunities.</li>
</ul>
Agency HR Liaison &amp; Point of Contact
<ul>
<li>Administers core HR functions (compensation, benefits, safety, leaves, investigations) to ensure consistency and compliance.</li>
<li>Drives employee engagement through performance management, recognition, and development programs.</li>
<li>Collaborates on HR budgeting and strengthens communication between agency and home office HR teams.</li>
<li>Enhances HR’s visibility and responsiveness across the organization.</li>
<li>Coaches agency HR leaders to make informed, autonomous decisions using existing tools and policies.</li>
<li>Provides on-site support during critical employee relations events in partnership with Executive Directors. </li>
</ul>
Labor Relations, Compliance &amp; Risk Mitigation
<ul>
<li>Serves as the primary contact for union matters, including contract interpretation, grievances, and negotiations.</li>
<li>Guides leaders on labor relations and ensures compliance with employment laws and best practices.</li>
<li>Implements risk mitigation strategies and union avoidance efforts at non-union sites.</li>
</ul>
Continuous HR Improvement
<ul>
<li>Conducts research, analysis and interpolation of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) and talent management systems.</li>
<li>Collaborates with HR Analyst to extrapolate, assess and analyze key performance HR indicators; partners with HR agency leaders to create actionable solutions to improve areas of turnover, engagement and LOAs.</li>
<li>Maintains knowledge of trends, best practices, regulatory changes, and new technologies in HR management, and employment law; applies knowledge and communicates policy and practice changes to Nexus leadership.</li>
</ul>
 
Requirements:
Required Education and Licensure: 
<ul>
<li>Bachelor’s degree in Human Resources, Business Administration, or related field required</li>
<li>5+ years HR management experience</li>
<li>3-5 years labor relations experience</li>
<li>Valid driver’s license required. Must meet state regulating agency and Home Office driving requirements</li>
<li>Must have the ability to build strong relationships with diverse individuals or communities and understand their unique needs and challenges.</li>
<li>Must be open to meeting the cultural needs of individuals or communities, considering factors such as language, traditions, and values.</li>
</ul>
Preferred Education and Experience: 
<ul>
<li>Master’s degree preferred</li>
<li>SHRM-CP or SHRM-SCP highly preferred</li>
<li>7+ Years strategic HR Management experience preferred</li>
</ul>
At Nexus Family Healing, our voices and actions are focused on recognizing, affirming and respecting people of every race, ethnic background, socio-economic status, sexual orientation, gender expression and faith.
 
ICARE Values &amp; Behavioral Competencies:
<ul>
<li>Innovation: Leading the way and implementing creative, cutting-edge ideas and approaches.</li>
<li>Compassion: Listening, honoring differences, and showing respect, kindness, empathy care, and concern.</li>
<li>Agility: Exhibiting flexibility and adapting quickly.</li>
<li>Responsiveness: Being quick, positive, and accurate.</li>
<li>Excellence: Demonstrating quality results that surpass ordinary standards.</li>
</ul>
APPLY TODAY TO BE CONTACTED BY OUR RECRUITING TEAM! When you work at Nexus, you have the opportunity to change lives — including your own!
 
Key Words: "Human Resources", "Director of Human Resources", "Non-Profit", "Children's Mental Health", "#caring career", "Human Resources Director", " Director" , "Sr Human Resources Director", "HR", "HR Director", "Director of HR"

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