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<h3>Job Description</h3>
Job Title: Director of Operations and Human Resources
FLSA Status: Exempt Reports to: Executive Director
 
SUMMARY
The Director of Operations is a full-time employee that works closely with the Executive Director to assist in managing the workflow process to assure maximum efficiency and expediting of all existing contracts, budgets, financials, human resources and on-site work. The Director of Operations will plan and coordinate the daily operations of the agency and be responsible for ensuring and improving the performance, productivity and efficiency of the organizational operations through the provision of effective methods and strategies. This position collaborates closely with executive leadership to ensure that operational effectiveness and Human Resource strategies support overall agency objectives. Familiarity with Early Care and Education and/or a Quality Rating and Improvement Systems is a plus. The position will be required to perform occasional evening and weekend duties with advance notice.
 
Applicants for this position should be highly motivated, mission-driven and have a commitment to professional and personal excellence. Position currently works as a hybrid of in-person/in-office and remote, but subject to change. This position is not eligible for 100% remote. Must be based in Rhode Island- area.
 
ESSENTIAL DUTIES AND RESPONSIBILITIES
• Human Resources - Plan the use of human resources. Organize recruitment and placement of required staff. Manage organizational structures and all responsibilities of personnel management including benefits. Establish work schedules. Adhere to the agency’s policies and standards, and ensure that laws and regulations are being followed.
• Meeting management- organize and schedule for interoffice meetings as well as coordinate calendar of ED. Manage calendar and meeting scheduling.
• Customer Service - Coordinate customer support for the office and coordinate the Parent Referral System. Administrative duties as necessary.
• Financial – Assist ED and Fiscal Specialist in the review financial statements, budget and data. Utilize financial data to begin to examine sustainability. Plan effective strategies for the financial wellbeing of the organization. Assist in the preparation for the yearly A133 Audit and work with the Board of Directors on audit requirements.
• Database Management- Manage the work of the Data Manager to support database management, integration operations and all data storytelling.
• Communication - Facilitate coordination and communication between teams and for ED as needed.
• Best Practices - Formulate and implement departmental and organizational policies and procedures to maximize output. Monitor adherence to rules, regulations and procedures. Collaborate with senior managers in the development of performance goals and long-term operational plans. Maintain office services by organizing office operations and procedures, preparing payroll, controlling correspondence, designing filing systems and data reporting.
• Other duties as assigned by ED.
 
Non-Technical Skills and Behavior:
• Professional skill set for collaborating with and supporting members of a team.
• Outstanding communication skills, excellent reading and writing skills.
• Ability to respond professionally and respectfully as needed in different situations.
• Professional, friendly, and respectful demeanor in all interactions.
 
Ability to:
• Exercise sound judgment.
• Take initiative to solve problems.
• Maintain professional demeanor regardless of internal or external concerns.
• Handle confidential information related to programs, children, and families.
• Complete multiple tasks concurrently with a consistent professional demeanor.
 
QUALIFICATIONS
To perform this job successfully, an individual must be able to perform each essential duty. The requirements listed below are representative of the knowledge, skill, and/or ability required.
 
Minimum Education, Skills, and Experience:
• Bachelors degree in business administration, management, or related field, or at least five to ten (5-10) years working in a business or non-profit agency with increasing responsibilities and supervision of staff
• Knowledge and experience in organizational effectiveness and operations management; business and management principles and practices
• Knowledge of financial and accounting principles and practices
• Knowledge of human resource principles and practices
• Knowledge of project management principles and practices
• Information technology skills
• Working knowledge of state systems and grant operations
 
WORK ENVIRONMENT/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.
 
Individuals in this position must have the ability to:
• Travel to and from community locations which could include using walkways and/or stairs.
• Stand for up to 30 minutes.
• Kneel and reach.
• Drive and have access to reliable transportation.
• Work in typical office environments.
 
To Apply, please submit cover letter and resume to <a href="mailto:info@riaeyc.org" target="_blank">info@riaeyc.org</a>.
 
Salary Range: $70,000
 
REVIEW &amp; APPROVAL
Job Description Prepared by:
Name: Lisa Hildebrand
Title: Executive Director, Rhode Island AEYC
Date: August 2025

Director of Operations and Human Resources

<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 Description
As a QSAC intern you will acquire hands –on job skills as well as knowledge of issues, social needs, and public policy areas and knowledge about people with autism spectrum disorder (ASD). 
You will gain exposure to the different departments of HR (Recruitment, Onboarding, &amp; Benefits)
This is an unpaid internship, but we offer College credit! 
This internship is not remote and requires you to intern in person at our Manhattan office.
Work Experience &amp; Responsibilities
 You will gain exposure to the different departments of HR (Recruitment, Onboarding, &amp; Benefits) • Call and conduct phone screens • Call and conduct background checks • Schedule interviews for the department • Send correspondence to candidates and employees • Enter data into HRIS system • Navigate and recruit through Ultimate Software (UKG) - recruitment ATS • File employee documents into personnel folders • Update internal database with employee information • Prepare HR related reports, documents and spreadsheets • Partner with College and Universities to build recruitment relationships • All other duties as assigned by the HR Director or other recruitment staff members
Work Experience &amp; Qualifications
• Excellent computer skills, including Word &amp; Excel. • Excellent organizational skills with effective oral and written communication skills • Skills in data entry and record keeping • Able to exhibit a high level of confidentiality • Must be able to gather and analyze information and work at a quick pace • Excellent organizational skills with ability to multi-task
*This internship has flexible hours (15-20 hours a week) and is unpaid.*
Mission
QSAC is a New York City and Long Island based nonprofit that supports children and adults with autism, together with their families, in achieving greater independence, realizing their future potential, and contributing to their communities in a meaningful way by offering person-centered services. QSAC pursues this mission through direct services that provide a supportive and individualized setting for children and adults with autism to improve their communication, socialization, academic, and functional skills.
To apply: Please send cover letter and resume to <a href="mailto:jobs@qsac.com" target="_blank">jobs@qsac.com</a>

Human Resources Internship

<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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E7Y0e7HicD

Director of Human Resources

<h3>Job Description</h3>
Job DescriptionSalary: $20-22 per hour 
Child and Family Guidance Center is recruiting an entry level HumanResources Generalist to support the North Texas clinics. We are growing the Human Resources department and seek a people-focused, growth mindset HR Generalist to support the HR Director. This position is office-based in Dallas, Texas.
Job Title:Human Resources Generalist
Reports To:Director of Human Resources
Job Summary: An HR Generalist supports the organization's human resources department in the daily administration of its activities. The HR Generalist assist with staff recruitment, training, staff relations, onboarding, offboarding, credentialing, benefits administration and payroll management. HR Generalist help create a productive work environment by designing, implementing and monitoring managements staff development processes, programs and policies. The HR Generalist t also serves as a liaison between the human resources department and staff for effective communication and conflict resolution. Additionally, HR Generalists coordinate meetings and maintain employee records and reporting data.
 
Essential Duties:
<ul>
<li>Assisting HR with the process of recruitment, including vetting candidates, assisting with interviews, and issuing staff offers and contracts.</li>
<li>Supporting internal and external inquiries and requests related to the HR department.</li>
<li>Compiling and maintaining paper, digital and electronic records, including time off and leave requests.</li>
<li>Processing payroll and assisting with the documentation of employee compensation and benefits.</li>
<li>Supporting HR-related training programs, workshops, and seminars.</li>
<li>Entering data into human resources management system.</li>
<li>Coordinating logistics for new hire orientations.</li>
<li>Writing and submitting reports on general HR activities.</li>
<li>Overseeing HR events and meetings and coordinating management-employee communications.</li>
<li>Continuously learn the latest HR best practices to improve workplace efficiency.</li>
<li>Tracking and maintaining staff credentials and certifications</li>
<li>Responsible for managing employee benefit elections and changes.</li>
<li>Processing payroll data and timekeeping edits.</li>
<li>Overseeing the payroll management process for all staff.</li>
</ul>
Job Qualifications:
Education: Minimum education required: Bachelor's degree in Business Administration, Accounting, Human Resources or Management Information Systems
Experience: Two or more years of experience in Healthcare, Public Health or Clinic environment in a HR Generalist, HR/Business Analyst, HR Specialist or Administrative Office role. 
Skills: Working knowledge of employment laws and human resources practices.
Software: Prior experience utilizing HR based information software
Physical Requirements: 
Must be able to frequently (up to 10% of the time) sit, stand, walk, and climb stairs (if an elevator is unavailable).
Must be able to frequently (up to 20% of the time) talk, listen and speak clearly in person and via telephone.
Must be able to push, pull, lift and/or carry up to 10 lbs.
Office based &amp; Schedule:
8am-4pm or 8:30am-4:30pm (40-hour work week) schedule
Dallas, Texas in-person office setting (not remote/home-based position)
Benefits: 
Comprehensive benefits offered: Medical, Dental, Vision, Basic Life, Short term disability, Long term disability, Voluntary life, Accidental death &amp; dismemberment, Voluntary Accident, Critical Illness, Legal &amp; 401K
Paid time off (vacation and sick time)
About Us:
A community leader since 1896, Child &amp; Family Guidance Center takes a comprehensive approach to treating individuals with complex mental and behavioral health challenges throughout seven North Texas counties - Dallas, Collin, Ellis, Hunt, Kaufman, Navarro, and Rockwall. Since our establishment, we have been committed to providing quality, compassionate care to those in need. Today, we take immense pride in providing a wide range of comprehensive mental health services tailored to meet the unique needs of every North Texan. At Child &amp; Family Guidance Center, we believe everyone deserves access to quality care, so no one is ever turned away-regardless of their ability to pay. From initial assessment to ongoing care, our doctors and counselors are committed to helping tens of thousands of North Texans each year recover from trauma caused by abuse, severe neglect, and poverty-empowering them to thrive in their communities.

Human Resources Generalist

<h3>Job Description</h3>
Job DescriptionBenefits: 
<ul>
<li>Competitive salary</li>
<li>Employee discounts</li>
<li>Flexible schedule</li>
<li>Paid time off</li>
</ul>
 About Us: On The Fly Holdings, LLC is a woman-owned holding company that owns and operates 11 Wild Birds Unlimited franchises across the country. Wild Birds Unlimited is the first and largest franchise system of retail stores catering to the backyard nature enthusiast throughout North America. "We Bring People and Nature Together" is the WBU mission and is at the very heart of our retail operation. Our goal is to provide quality products, service, expertise and outstanding customer experience. We are seeking an experienced HR Manager to join our corporate team and support our retail stores remotely. Job Summary: The HR Manager will play a crucial role in supporting our company by handling various human resources functions. This position will work remotely, providing support to the Director of Operations, our store managers, the marketing team, and the owners of the stores. The ideal candidate will have extensive experience in recruiting, HRIS systems and payroll (specifically Paychex Flex), performance management, and HR-related legal matters. Key Responsibilities: 
<ul>
<li>Recruiting: Source and screen retail sales and management team members for our stores using CareerPlug and other platforms.</li>
<li>HRIS System: Manage payroll, background checks, onboarding, and training using the Paychex Flex system.</li>
<li>Policies and Procedures: Coordinate changes to Team Handbook, write new policies as required and disseminate to all team members.</li>
<li>Workers Compensation: Assist store managers with filing workers compensation claims for their employees.</li>
<li>Performance Management: Guide and provide input to leaders on write-ups, performance improvement plans, warnings and terminations.</li>
<li>Legal Interface: Work with store owners on any HR-related legal matters that may arise.</li>
<li>Additional Duties: Perform other HR-related duties as assigned.</li>
</ul>
Qualifications: 
<ul>
<li>5-10 years of experience in HR</li>
<li>Technologically savvy.</li>
<li>Background in retail preferred but not required.</li>
<li>College degree preferred.</li>
<li>SHRM certification preferred but not required</li>
<li>Proven experience in recruiting retail sales associates and store managers.</li>
<li>Proficiency in HRIS systems such as Paychex Flex.</li>
<li>Strong problem-solving skills and the ability to coach and support store managers and other leaders and assist with performance issues effectively.</li>
<li>Excellent written, verbal and interpersonal skills.</li>
<li>Knowledge of HR-related legal matters and the ability to interface with store owners on such issues.</li>
<li>Ability to work independently and manage time effectively in a remote work environment.</li>
<li>Must have excellent interpersonal skills and be able to act with integrity and professionalism to ensure that all business is conducted without bias or prejudice.</li>
<li>Ability to travel periodically to corporate meetings or to stores to address team issues and/or conduct terminations.</li>
<li>Demonstrated knowledge of the human resources field</li>
<li>Understanding of state and federal employment regulations</li>
<li>Awareness of OSHA regulations and compliance</li>
<li>Ability to maintain confidentiality</li>
</ul>
Preferred Work Locations: Leawood/Overland Park/Kansas City Benefits: $25-$30/hour, depending on experience Flexible hours but must generally be available during store hours (9 a.m. 6 p.m. CST) Monday through Friday. Some weekend work may be required in extreme and rare circumstances where an emergency exists. Paid Time Off Remote work environment Employee discounts on store products We are an equal opportunity employer and welcome applications from all qualified candidates. Employment Type Part to Full-Time 
Flexible work from home options available.

Human Resources Manager

<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.

Senior Director of Human Resources

<h3>Job Description</h3>
Job Description
Responsibilities: Performs a wide variety of complex professional level human resources work to include technical tracking, analysis and reporting in areas such as Employee Benefits/ACA, Leaves of Absence, Classification and Compensation, 401(k), Recruitment, Selection, Workers Compensation, Employee Relations and Workforce Development &amp; Training. The Personnel Director will delegate duties to the Human Resource Analyst for coverage of the Department during an absence and for project management.
Requirements: Associates degree required. Bachelors’ Degree and/or HR Certification preferred. Ability to make basic mathematical calculations and draw logical conclusions. Possess excellent oral and written communication skills. Handle multiple projects simultaneously and use good judgment in prioritizing work assignments. The ability to work independently and meet strict timelines. Establish and maintain courteous and respectful working relationships with employees, Tribal Members, and vendors. Will remain unbiased at all times. Will remain calm, cool, and collected at all times. Must have a working knowledge of office equipment and advanced computer skills in word processing, spreadsheets, and presentation software. Physically able to frequently lift, pull or push 15 lbs., occasionally lift, pull or push 25 lbs. Ability to sit/stand for extended periods. Ability to report to work on time and perform the duties of the job for an entire workday. Possess a valid Arizona Driver’s License (upon hire) and be insurable under the Tribe’s Auto Insurance Carrier. Must pass a pre-employment drug screening and adhere to the Tribe’s Drug and Alcohol-Free Workplace Policy during the course of employment. Must pass a background security check prior to and during the course of employment with the Tribe in order to meet the Tribal State Compact and/or the Tribal Gaming Ordinance. Adhere to all Tribal Personnel Policies and procedures.
Full-time, excellent benefits, starting at $20.10 - $26.74 per hour DOE. The tribe follows Indian Employment Preference Procedure whichconsiders qualified applicants in this order: enrolled YPIT Tribal Members; applicants who are enrolled members of other Indian Tribes; all other qualified applicants.​ Must pass a background check, drug test and be insurable under the Tribe's auto insurance carrier. Complete an application and submit with resume to the Yavapai-Prescott Indian Tribe, 530 E. Merritt, Prescott AZ 86301.
Open until filled
NOTE: THIS IS NOT A REMOTE OPPORTUNITY. ALL WORK TO BE PERFORMED AT OUR PRESCOTT AZ LOCATION.
NOTE: A completed, signed YPIT Employment Application MUST be submitted before being considered for an interview. Resumes are welcomed but are not a substitute. YPIT Employment Application is available for download at Buckyscasino.com under “Careers”. Check “Tribal Business Office” specifying “Position Applying For”. Complete, sign and save to your device. Kindly forward saved file as an email attachment addressed to <a href="mailto:recruitment@ypit.com" target="_blank">recruitment@ypit.com</a>.

Human Resources Analyst

<h3>Job Description</h3>
Job Description
Title: Human Resources Generalist 
Work Location: New York, NY (Currently Remote - Must Reside in the New York Tri-State Area and U.S.)
Salary: $65,000/yr. - $70,000/yr. Commensurate with experience

About Grameen America:
Grameen America is a nonprofit microfinance organization dedicated to helping low-income women entrepreneurs build businesses to enable upward financial mobility. We envision an inclusive society in which all entrepreneurs, regardless of gender, race or income, have access to fair and affordable financial services. We provide affordable capital, credit- and asset-building, education and peer support to enable our members to boost their business income, create jobs and transform communities.
Founded by Nobel Peace Prize laureate Muhammad Yunus in 2008, Grameen America is now the fastest growing nonprofit microfinance organization in the U.S., having achieved tremendous milestones in its first 16 years of operations, investing in 220,000 low-income women entrepreneurs while demonstrating measurable impact. Our members have repaid their loans at a rate of over 99% and have become economic drivers in their communities. For more information, please visit grameenamerica.org.
Job Overview: 
We are looking for a people-focused Human Resources Generalist (HRG) to join our Human Resources Team. This role is perfect for someone who enjoys wearing many hats in HR. This position is responsible for managing the full-cycle recruitment process and serving as a Human Resources Business Partner to assigned departments. The HRG supports managers and employees in areas such as recruitment, employee relations, performance management and compliance. The position reports to the Director of HR. 
Key Responsibilities: 
Recruitment 
<ul>
<li>Manage the full recruitment cycle process, including job postings, sourcing, screening, interviewing, coordinating online assessments, facilitating background checks, and preparing offer letters.</li>
<li>Partner with hiring managers to develop job descriptions, recruitment strategies, and guide managers through the selection process. </li>
<li>Represent our organization at career fairs, community events, and through social networking.</li>
<li>Provide timely communication to candidates and hiring managers throughout the hiring process. </li>
<li>Accurately enter new hire information in the HRIS to ensure employee records are complete.</li>
<li>Manage new hire documentation and compliance, including onboarding paperwork, E-Verify, and I-9 verification, to ensure accuracy and alignment with regulatory requirements.</li>
</ul>
HR Business Partner Responsibilities
<ul>
<li>Support managers and employees on HR-related matters, including performance management and employee development. </li>
<li>Partner with managers to coach and advise on handling employee relations issues, including performance management, disciplinary actions, and policy interpretation to ensure compliance with employment laws.</li>
<li>Collaborate with the HR Operations team to facilitate compensation-related actions, including relocation, promotions and other salary adjustments. </li>
<li>Attend virtual and in-person meetings with managers and employees.</li>
<li>Conduct exit interviews to gather feedback and identify opportunities for improvement.</li>
<li>Participates in cross-functional HR projects. </li>
</ul>
Requirements and Experience:
<ul>
<li>Bachelor’s degree in human resources, Business, or a related field; or equivalent combination of education and experience. </li>
<li>Minimum of 3+ years of experience in full-cycle recruitment and HR business partner responsibilities.</li>
<li>Organized with strong attention to detail.</li>
<li>Adaptable and flexible, with a proactive, hands-on approach to problem-solving.</li>
<li>Strong communication skills.</li>
<li>Ability to collaborate and build relationships across all levels and HR team. </li>
<li>Comfortable working in a fast-paced and evolving environment, adapting quickly to changing priorities and business needs. </li>
<li>Conversational Spanish skills are a plus.</li>
<li>Knowledge of HR best practices and employment laws.</li>
</ul>
Other Requirements:
<ul>
<li>A valid driver’s license may be required, depending on the location of your role.</li>
</ul>
Travel:
Attend quarterly staff meetings in New York City required. 
Travel for On-site support at various branches based on business needs (outside tri-state area).
What We Offer You: 
<ul>
<li>Medical, dental, and vision insurance plans</li>
<li>Paid Holidays, vacation and sick time </li>
<li>401K retirement savings plans</li>
<li>Flexible Spending Account (FSA)</li>
<li>Wellness platform with two free coaching sessions per month</li>
<li>Opportunity for advancement</li>
<li>And more!</li>
</ul>
Grameen America is an Equal Opportunity Employer (EEO) committed to diversity and inclusion in its workplace. Grameen America employment decisions are based on job requirements and individual skills and qualifications without regard to the applicant’s race, ethnicity, color, religion, sex, gender, gender identity, sexual orientation, national origin, disability, veteran status, or any other characteristic protected by applicable federal, state, or local law. 
Grameen America, Inc. participates in the E-Verify program.
Must be able to legally work in the U.S.
Visa sponsorship not provided.

<h3>Job Description</h3>
Job DescriptionBenefits: 
<ul>
<li>Competitive salary</li>
<li>Employee discounts</li>
<li>Flexible schedule</li>
<li>Paid time off</li>
</ul>
 About Us: On The Fly Holdings, LLC is a woman-owned holding company that owns and operates 11 Wild Birds Unlimited franchises across the country. Wild Birds Unlimited is the first and largest franchise system of retail stores catering to the backyard nature enthusiast throughout North America. "We Bring People and Nature Together" is the WBU mission and is at the very heart of our retail operation. Our goal is to provide quality products, service, expertise and outstanding customer experience. We are seeking an experienced HR Manager to join our corporate team and support our retail stores remotely. Job Summary: The HR Manager will play a crucial role in supporting our company by handling various human resources functions. This position will work remotely, providing support to the Director of Operations, our store managers, the marketing team, and the owners of the stores. The ideal candidate will have extensive experience in recruiting, HRIS systems and payroll (specifically Paychex Flex), performance management, and HR-related legal matters. Key Responsibilities: 
<ul>
<li>Recruiting: Source and screen retail sales and management team members for our stores using CareerPlug and other platforms.</li>
<li>HRIS System: Manage payroll, background checks, onboarding, and training using the Paychex Flex system.</li>
<li>Policies and Procedures: Coordinate changes to Team Handbook, write new policies as required and disseminate to all team members.</li>
<li>Workers Compensation: Assist store managers with filing workers compensation claims for their employees.</li>
<li>Performance Management: Guide and provide input to leaders on write-ups, performance improvement plans, warnings and terminations.</li>
<li>Legal Interface: Work with store owners on any HR-related legal matters that may arise.</li>
<li>Additional Duties: Perform other HR-related duties as assigned.</li>
</ul>
Qualifications: 
<ul>
<li>5-10 years of experience in HR</li>
<li>Technologically savvy.</li>
<li>Background in retail preferred but not required.</li>
<li>College degree preferred.</li>
<li>SHRM certification preferred but not required</li>
<li>Proven experience in recruiting retail sales associates and store managers.</li>
<li>Proficiency in HRIS systems such as Paychex Flex.</li>
<li>Strong problem-solving skills and the ability to coach and support store managers and other leaders and assist with performance issues effectively.</li>
<li>Excellent written, verbal and interpersonal skills.</li>
<li>Knowledge of HR-related legal matters and the ability to interface with store owners on such issues.</li>
<li>Ability to work independently and manage time effectively in a remote work environment.</li>
<li>Must have excellent interpersonal skills and be able to act with integrity and professionalism to ensure that all business is conducted without bias or prejudice.</li>
<li>Ability to travel periodically to corporate meetings or to stores to address team issues and/or conduct terminations.</li>
<li>Demonstrated knowledge of the human resources field</li>
<li>Understanding of state and federal employment regulations</li>
<li>Awareness of OSHA regulations and compliance</li>
<li>Ability to maintain confidentiality</li>
</ul>
Preferred Work Locations: St. Louis or Springfield, Missouri Benefits: $25-$30/hour, depending on experience Flexible hours but must generally be available during store hours (9 a.m. 6 p.m. CST) Monday through Friday. Some weekend work may be required in extreme and rare circumstances where an emergency exists. Paid Time Off Remote work environment Employee discounts on store products We are an equal opportunity employer and welcome applications from all qualified candidates. Employment Type Part to Full-Time 
Flexible work from home options available.

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