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The Assistant Director of Human Resources serves as a senior leader within the Human Resources department and reports directly to the Vice President of Human Resources. The position provides leadership and oversight of HR operations while supporting the Vice President in executing the organization's human resources strategy. The position serves as the primary leadership bridge between the Vice President of Human Resources and the HR Manager/HR Generalist, ensuring that strategic HR priorities are translated into effective day-to-day practices, programs, and processes. The Assistant Director provides leadership to the HR team, handles complex and escalated employee matters, ensures consistency and accountability across HR programs, and supports organizational initiatives involving workforce planning, compensation, performance management, talent acquisition, employee relations, compliance, training, and employee development. Unlike the Vice President, this position is not the organization's senior HR executive or primary executive advisor. However, the Assistant Director should have sufficient authority and judgment to make HR recommendations, direct HR operations, advise management, and act on behalf of the Vice President on specifically delegated matters. Essential Duties and Responsibilities: HR Department Leadership and Operational Oversight • Provide leadership, coaching, direction, and oversight to the HR Manager, HR Generalist, and other assigned HR staff., • Oversee the daily effectiveness of HR operations and ensure department priorities, deadlines, service expectations, and established procedures are consistently met., • Translate priorities established by the Vice President of Human Resources into actionable assignments and department deliverables., • Establish accountability for assigned HR responsibilities and follow up to ensure timely and accurate completion., • Coach and develop HR staff to strengthen technical knowledge, judgment, communication, problem-solving, and independent decision-making., • Review the quality and consistency of HR documentation, employee communications, investigations, disciplinary actions, recruiting activities, and other HR work products., • Identify operational issues requiring intervention and implement corrective actions within delegated authority., • Escalate significant organizational, legal, financial, employee-relations, or reputational risks to the Vice President., • Provide leadership continuity for the HR department when the Vice President is unavailable on matters specifically delegated to the position. Employee Relations and Management Support • Serve as an escalation point for employee relations matters that require a higher level of HR judgment or intervention., • Lead or oversee complex workplace investigations, employee complaints, disciplinary matters, performance concerns, workplace conflicts, and employment separations., • Review significant disciplinary actions and termination recommendations for consistency, documentation, policy compliance, and employment risk before escalation to the Vice President when appropriate., • Advise managers and supervisors regarding employee relations, performance management, attendance, workplace conduct, policy interpretation, documentation, and corrective action., • Coach managers to take appropriate ownership of employee matters rather than relying on HR to make routine management decisions., • Identify recurring employee-relations trends and recommend improvements to management practices, policies, communication, training, or organizational processes., • Partner with the Vice President on highly sensitive, high-risk, or executive-level employee matters. Performance Management and Leadership Development • Oversee administration and consistent execution of the Company's performance management process., • Review performance evaluations, development plans, performance improvement plans, and related documentation for quality and consistency., • Coach managers regarding performance expectations, accountability, employee development, documentation, and difficult workplace conversations., • Identify management-development needs and recommend training, coaching, or other interventions., • Support the Vice President in developing leadership and supervisory training programs., • Monitor performance-management trends and identify departments, managers, or organizational areas requiring additional HR support., • Reinforce management accountability for employee performance and development. Talent Acquisition, Staffing and Retention • Provide leadership and oversight of recruiting and staffing activities managed by the HR team., • Partner with managers to identify staffing needs and ensure recruiting priorities align with approved workforce requirements., • Oversee recruiting processes, candidate selection practices, agency relationships, hiring documentation, onboarding, and new-hire integration., • Monitor recruiting metrics, including vacancies, time to fill, candidate flow, offer acceptance, turnover, and other relevant measures., • Address difficult-to-fill positions and recommend alternative recruiting strategies., • Review hiring practices for consistency, effectiveness, compliance, and candidate experience., • Support workforce planning, retention, succession, and internal-development initiatives led by the Vice President., • Identify opportunities for internal promotion, cross-training, and employee development. Compensation, Benefits and Recognitions • Manage and coordinate annual compensation processes under the direction of the Vice President., • Conduct and/or review market compensation analyses, job evaluations, job classifications, salary-range placement, promotion analyses, and internal-equity reviews., • Support the maintenance of job architecture, salary structures, career levels, and job descriptions., • Review compensation recommendations and identify potential internal-equity, compression, market-competitiveness, or policy concerns., • Support the Vice President in preparing compensation recommendations and analyses for executive leadership and Finance., • Provide leadership oversight of benefit administration and ensure employee benefit issues are resolved accurately and timely., • Support benefit renewals, vendor evaluations, implementation activities, and employee communications., • Oversee employee recognition and engagement programs assigned to HR. Workforce and Organizational Planning • Support the Vice President in evaluating organizational structures, staffing requirements, reporting relationships, workforce capacity, and position needs., • Participate in workforce planning discussions with department leadership., • Review requests for new positions, replacements, promotions, transfers, and organizational changes and provide HR recommendations., • Support succession-planning and talent-development initiatives., • Identify workforce capability gaps and recommend recruiting, training, development, or organizational solutions., • Ensure job descriptions, classifications, reporting relationships, and organizational records remain current., • Assist with organizational change initiatives and employee communications. Compliance, Policy and Risk Management • Monitor HR practices for compliance with applicable federal, state, and local employment laws and Company policies., • Maintain current knowledge of New Jersey employment requirements and relevant federal employment laws., • Review HR policies, procedures, practices, and employee communications and recommend revisions when necessary., • Support handbook development and updates., • Ensure employment actions are consistently documented and administered., • Coordinate with the Vice President regarding matters requiring legal counsel or presenting significant employment risk., • Support employment-related audits, regulatory reviews, hearings, unemployment matters, and other compliance activities., • Ensure employee records and confidential HR documentation are appropriately maintained and safeguarded., • Identify potential HR risks and recommend corrective or preventive actions. HR Analytics, Systems and Process Improvement • Monitor HR metrics and departmental KPIs established by the Vice President., • Analyze turnover, recruiting, attendance, compensation, employee relations, performance management, and other workforce data., • Identify trends, operational concerns, and opportunities for improvement and present recommendations to the Vice President., • Oversee the accuracy and effective use of HRIS information and HR reporting., • Identify opportunities to automate, streamline, standardize, and improve HR processes., • Ensure HR procedures include appropriate controls, documentation, accountability, and follow-through., • Support cost-reduction and efficiency initiatives while maintaining compliance and employee service. Training and Employee Development • Identify training needs based on employee relations trends, performance issues, organizational needs, compliance requirements, and manager feedback., • Coordinate and oversee HR-sponsored training programs., • Support development of supervisor and manager training., • Monitor required training completion and appropriate documentation., • Promote employee development, cross-training, advancement, and career-development opportunities., • Support professional development and certification opportunities for HR staff. Safety, Quality, and General Responsibilities • Support the organization’s workplace safety strategy and promote shared accountability for maintaining a safe work environment., • Actively identify, correct, or report safety hazards to help prevent workplace accidents and injuries., • Partner with operational leadership and appropriate internal resources on safety training, employee communication, corrective actions, and workforce-related safety initiatives., • Support the ISO 9001 Quality Management System and the Sea Box Quality Policy, including the expectation that employees inspect and take responsibility for the quality of their work., • Lead or participate in strategic and cross-functional projects as assigned., • Perform other executive and leadership responsibilities as required., • Consistently perform all essential job functions in an alert, responsible, and safe manner Leadership and Supervisory Responsibilities: The Assistant Director of Human Resources provides leadership and oversight to the HR Manager, HR Generalist, and other assigned HR personnel under the direction of the Vice President of Human Resources. The position is responsible for ensuring that day-to-day HR operations are effectively managed through the HR Manager and HR Generalist rather than personally performing all transactional HR activities. The Assistant Director is expected to develop the HR Manager's capabilities and accountability while serving as an escalation resource for matters requiring greater experience, judgment, organizational perspective, or leadership authority. The position may make decisions within established policies and delegated authority and is expected to recognize matters requiring consultation with or approval from the Vice President of Human Resources. Compensation details: 111923-145500 Yearly Salary PIe1d9042a6732-37820-41689636

Job DescriptionBenefits: • 401(k) We are seeking a dedicated and knowledgeable Human Resources Generalist to join our team. The ideal candidate will play a crucial role in supporting various HR functions, ensuring compliance with employment labor laws, and fostering a positive workplace culture. This position requires a proactive individual who can manage multiple tasks efficiently while maintaining confidentiality and professionalism. This position is an in Temp to Hire position. Position starts off as a, Tuesday- Wednesday - Thursday in person. Responsibilities • Administer HR policies and procedures, ensuring compliance with employment labor laws., • Manage the recruitment process, including job postings, screening candidates, and coordinating interviews through an Applicant Tracking System (ATS)., • Maintain employee records and manage data collection using HR software such as ADP, Oracle, UltiPro, or Dayforce., • Facilitate onboarding and orientation programs for new hires to ensure a smooth transition into the company., • Address employee relations issues by providing conflict management support and guidance., • Assist in the development and implementation of training programs to enhance employee skills and performance., • Monitor employee performance evaluations and provide support for performance management processes., • Collaborate with management to develop strategies for employee engagement and retention.Qualifications, • Bachelor’s degree in Human Resources, Business Administration, or a related field preferred., • SHRM Certification preferred, • Proven experience as an HR Generalist or similar role., • Familiarity with HR software systems such as , ADP, Oracle, UltiPro, or Dayforce is highly desirable., • Strong understanding of employment labor laws and regulations., • Excellent conflict management skills with the ability to handle sensitive situations with discretion., • Exceptional organizational skills with attention to detail in data collection and record maintenance., • Strong communication skills, both verbal and written, to effectively interact with employees at all levels of the organization., • Ability to work independently as well as collaboratively within a team environment.Join us in creating a supportive workplace where employees can thrive! Job Type: Temp Part-time

Job Description Position Summary The Human Resources Generalist for Onsite Neonatal plays a pivotal role in managing day-to-day HR operations within a medical practice. Specializing in supporting a multidisciplinary team—including Neonatologists, Neonatal Nurse Practitioners (NNPs), technicians, and administrative personnel—this role involves recruitment, onboarding, credentialing coordination, employee relations, compliance, and benefits administration. The ideal candidate understands the fast-paced, high-stress nature of specialized healthcare environments and fosters a supportive, high-performing culture focused on compassionate patient care. Key Responsibilities 1. Clinical & Administrative Talent Acquisition & Onboarding • Support recruitment efforts for medical staff, allied health professionals, and administrative roles., • Partner with practice leaders to source, interview, and select top-tier candidates skilled in pediatric and neonatal care., • Manage post-offer background checks, pre-employment health screenings (TB testing, immunizations, drug screens), and credentialing verification. 1. Medical Staff Credentialing & Compliance Support • Collaborate closely with the credentialing manager/team to track physician and NNP licensure, DEA registration, state certifications, and board qualifications., • Maintain complete and confidential personnel files, audit records, and medical clearance files. 1. Compensation, Benefits, & Leave Management • Administer employee benefits programs (health, dental, vision, retirement, malpractice insurance allocations) during open enrollment and onboarding., • Oversee FMLA, short-term disability, parental leave, and medical leave requests, ensuring proper documentation and coverage planning., • Assist leadership with annual performance reviews, compensation benchmarks, and employee retention strategies. 1. Training & Operational HR • Coordinate mandatory clinical and administrative training (e.g., HIPAA compliance, BLS/NRP certs tracking, harassment prevention)., • Maintain and update the Employee Handbook to ensure alignment with state and federal employment laws. Qualifications & Experience • Education: Bachelor’s degree in Human Resources, Business Administration, Healthcare Management, or related field required., • Experience: 3+ years of progressive HR Generalist experience, preferably within a physician practice, hospital group, or specialized healthcare setting., • Certifications: SHRM-CP, PHR, or healthcare HR certification (e.g., CHHR) highly desirable. Required Skills & Competencies: • Healthcare Knowledge: Understanding of medical credentialing workflows, HIPAA, OSHA, and clinical compliance requirements., • Communication: Exceptional verbal and written communication skills with the ability to interface compassionately with clinical staff under pressure., • Discretion: Absolute commitment to maintaining confidentiality regarding personal employee matters and patient privacy., • Problem-Solving: Strong critical thinking skills with a proactive approach to resolving workplace challenges., • Software Proficiency: Experience with ADP and Microsoft Office suite

The Employee Engagement – Associate Business Partner is responsible for providing project management and administrative support to the Manager, Culture & Inclusion to help build and sustain a team-oriented, inclusive, and cooperative culture. The Employee Engagement – Associate Business Partner will support the implementation of employee experience initiatives and programs that foster employee engagement, belonging, inclusion, recognition, and appreciation across the organization. This incumbent supports the planning, coordination, and implementation of employee experience initiatives, including employee programs, communications, events, and engagement activities. The role partners with Human Resources and Organizational Development to advance employee engagement, belonging, inclusion, recognition, and appreciation across the organization. Support the implementation of initiatives to promote and achieve a culture of high engagement to enhance employee experience. Promote a work environment that is inclusive, engaging, collaborative, and respectful. Support employee affinity groups by providing administrative, logistical, and budgetary support, assisting with programming coordination, governance documentation, and other operational needs. Collaborate with HR and company managers to provide consultation, guidance, and support on employee experience, recognition, engagement, belonging and inclusion initiatives. Collaborate with HR management team and other departments to implement data-based solutions. Provide project management support for the delivery of our pulse engagement survey and focus groups, including working with our business partner teams on action planning. Participate in committees, on-boarding initiatives, employee branding efforts, and other special projects or assignments in support of organizational priorities. Collect and analyze data to develop key reports related to employee recognition, appreciation, culture, belonging, and inclusion initiatives. Support the execution of employee engagement initiatives and events. Stay abreast of trends and best practices related to employee experience, engagement, belonging, and inclusion. Performing other special projects and assignments as requested. Bachelor's degree in human resource management, Organizational Development or other related fields of study is required. Minimum 5 years' human resources, employee relations, HR generalist experience, or related HR function, with demonstrated experience leading projects and initiatives from planning through implementation and completion. Experience in supporting and/or leading employee engagement initiatives. Possesses strong attention to detail, time management and prioritization skills. Working knowledge of labor relations and experience collaborating within a unionized environment preferred. Partner and work effectively with cross-functional teams to promote a culture of belonging, inclusion, appreciation, and recognition across the organization. Possess strong communication and presentation skills with the ability to communicate new and complex ideas, present data effectively, gain stakeholder buy-in and build collaborative partnerships. Must foster an inclusive work environment and respect all aspects of diversity. Must value difference in others' strength perspectives, approach, and personal choice. Proficient in Microsoft Office and Microsoft OneDrive, including Word, Excel and PowerPoint. This role will be eligible for hybrid work after 6 months and may require periodic travel. We offer a strong benefit package that includes free basic health and dental insurance. PGW is proud to be an Equal Opportunity and Affirmative Action Employer, M/F/D/VAAP/EEO. Location: 800 W Montgomery Ave, Philadelphia, PA 19122 While we appreciate all responses, only those who are uniquely qualified will be contacted. Local candidates will be given preference – interview expenses are not funded.

The AACR seeks a highly qualified Human Resource professional who has expertise and experience as a senior level HR Generalist. The Associate Director of Human Resources will report to the Director of Human Resources and will be responsible for assisting the director in developing, implementing, and carrying out the organization and department's HR initiatives in all areas of Human Resources. The Associate Director will provide consultation to the management team on critical issues affecting their departments/divisions'operations, and collaborate with the management team in the development and implementation of HR initiatives that support the overall mission of the American Association for Cancer Research (AACR). • Assists the Director of HR in overseeing AACR's Talent Acquisition Process, which will include full-cycle recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings. Partner with hiring managers to develop, update and revise job descriptions., • Assists the Director of Human Resources in updating, developing, and implementing AACR's Human Resource Policies and Procedures., • Assists the Director in managing the work processes performed by the HR Team, and ensures that AACR is in compliance with federal, state, and local employment laws at all times., • Oversees employee disciplinary meetings, separations, and investigations. Provides coaching and consulting services to AACR's management team, including division heads, directors, and managers/supervisors to assist them with Performance Management, Employee Relations, and Employee Development/Training., • Researches, develops, writes and implements AACR's human resource policies and procedures., • Manages AACR's health and safety, including applicable OSHA and ADA regulations., • Participates in the performance evaluation process., • Assists in the management, planning and implementation of special projects and initiatives of the AACR and the HR Department., • Establishes and maintains synergistic relationships with all departments within AACR, as well as managing external vendor relationships., • Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law., • Other Duties as assigned, • A minimum of 7-10 years HR management experience., • Excellent management skills., • Knowledge of the various Human Resources Disciplines, • Excellent written and verbal communication skills, including an ability to effectively explain issues, express opinions, ask questions, actively listen, and consider alternative ideas, • Excellent interpersonal skills., • Ability to work independently and as part of a team with strong team leadership skills., • Ability to remain flexible and shift priorities quickly, • Excellent administrative and organizational skills Education and Training: • B.A. or B.S. Degree required, • Master's degree in Human Resource Management or HR certification required: SPHR or PHR Computer Knowledge: • Microsoft Office Suite: Word, Excel, PowerPoint,, • HRIS and Applicant Tracking Systems, • Spreadsheet and database programs.

The Assistant Director of Human Resources serves as a senior leader within the Human Resources department and reports directly to the Vice President of Human Resources. The position provides leadership and oversight of HR operations while supporting the Vice President in executing the organization's human resources strategy. The position serves as the primary leadership bridge between the Vice President of Human Resources and the HR Manager/HR Generalist, ensuring that strategic HR priorities are translated into effective day-to-day practices, programs, and processes. The Assistant Director provides leadership to the HR team, handles complex and escalated employee matters, ensures consistency and accountability across HR programs, and supports organizational initiatives involving workforce planning, compensation, performance management, talent acquisition, employee relations, compliance, training, and employee development. Unlike the Vice President, this position is not the organization's senior HR executive or primary executive advisor. However, the Assistant Director should have sufficient authority and judgment to make HR recommendations, direct HR operations, advise management, and act on behalf of the Vice President on specifically delegated matters. Essential Duties and Responsibilities: HR Department Leadership and Operational Oversight • Provide leadership, coaching, direction, and oversight to the HR Manager, HR Generalist, and other assigned HR staff., • Oversee the daily effectiveness of HR operations and ensure department priorities, deadlines, service expectations, and established procedures are consistently met., • Translate priorities established by the Vice President of Human Resources into actionable assignments and department deliverables., • Establish accountability for assigned HR responsibilities and follow up to ensure timely and accurate completion., • Coach and develop HR staff to strengthen technical knowledge, judgment, communication, problem-solving, and independent decision-making., • Review the quality and consistency of HR documentation, employee communications, investigations, disciplinary actions, recruiting activities, and other HR work products., • Identify operational issues requiring intervention and implement corrective actions within delegated authority., • Escalate significant organizational, legal, financial, employee-relations, or reputational risks to the Vice President., • Provide leadership continuity for the HR department when the Vice President is unavailable on matters specifically delegated to the position. Employee Relations and Management Support • Serve as an escalation point for employee relations matters that require a higher level of HR judgment or intervention., • Lead or oversee complex workplace investigations, employee complaints, disciplinary matters, performance concerns, workplace conflicts, and employment separations., • Review significant disciplinary actions and termination recommendations for consistency, documentation, policy compliance, and employment risk before escalation to the Vice President when appropriate., • Advise managers and supervisors regarding employee relations, performance management, attendance, workplace conduct, policy interpretation, documentation, and corrective action., • Coach managers to take appropriate ownership of employee matters rather than relying on HR to make routine management decisions., • Identify recurring employee-relations trends and recommend improvements to management practices, policies, communication, training, or organizational processes., • Partner with the Vice President on highly sensitive, high-risk, or executive-level employee matters. Performance Management and Leadership Development • Oversee administration and consistent execution of the Company's performance management process., • Review performance evaluations, development plans, performance improvement plans, and related documentation for quality and consistency., • Coach managers regarding performance expectations, accountability, employee development, documentation, and difficult workplace conversations., • Identify management-development needs and recommend training, coaching, or other interventions., • Support the Vice President in developing leadership and supervisory training programs., • Monitor performance-management trends and identify departments, managers, or organizational areas requiring additional HR support., • Reinforce management accountability for employee performance and development. Talent Acquisition, Staffing and Retention • Provide leadership and oversight of recruiting and staffing activities managed by the HR team., • Partner with managers to identify staffing needs and ensure recruiting priorities align with approved workforce requirements., • Oversee recruiting processes, candidate selection practices, agency relationships, hiring documentation, onboarding, and new-hire integration., • Monitor recruiting metrics, including vacancies, time to fill, candidate flow, offer acceptance, turnover, and other relevant measures., • Address difficult-to-fill positions and recommend alternative recruiting strategies., • Review hiring practices for consistency, effectiveness, compliance, and candidate experience., • Support workforce planning, retention, succession, and internal-development initiatives led by the Vice President., • Identify opportunities for internal promotion, cross-training, and employee development. Compensation, Benefits and Recognitions • Manage and coordinate annual compensation processes under the direction of the Vice President., • Conduct and/or review market compensation analyses, job evaluations, job classifications, salary-range placement, promotion analyses, and internal-equity reviews., • Support the maintenance of job architecture, salary structures, career levels, and job descriptions., • Review compensation recommendations and identify potential internal-equity, compression, market-competitiveness, or policy concerns., • Support the Vice President in preparing compensation recommendations and analyses for executive leadership and Finance., • Provide leadership oversight of benefit administration and ensure employee benefit issues are resolved accurately and timely., • Support benefit renewals, vendor evaluations, implementation activities, and employee communications., • Oversee employee recognition and engagement programs assigned to HR. Workforce and Organizational Planning • Support the Vice President in evaluating organizational structures, staffing requirements, reporting relationships, workforce capacity, and position needs., • Participate in workforce planning discussions with department leadership., • Review requests for new positions, replacements, promotions, transfers, and organizational changes and provide HR recommendations., • Support succession-planning and talent-development initiatives., • Identify workforce capability gaps and recommend recruiting, training, development, or organizational solutions., • Ensure job descriptions, classifications, reporting relationships, and organizational records remain current., • Assist with organizational change initiatives and employee communications. Compliance, Policy and Risk Management • Monitor HR practices for compliance with applicable federal, state, and local employment laws and Company policies., • Maintain current knowledge of New Jersey employment requirements and relevant federal employment laws., • Review HR policies, procedures, practices, and employee communications and recommend revisions when necessary., • Support handbook development and updates., • Ensure employment actions are consistently documented and administered., • Coordinate with the Vice President regarding matters requiring legal counsel or presenting significant employment risk., • Support employment-related audits, regulatory reviews, hearings, unemployment matters, and other compliance activities., • Ensure employee records and confidential HR documentation are appropriately maintained and safeguarded., • Identify potential HR risks and recommend corrective or preventive actions. HR Analytics, Systems and Process Improvement • Monitor HR metrics and departmental KPIs established by the Vice President., • Analyze turnover, recruiting, attendance, compensation, employee relations, performance management, and other workforce data., • Identify trends, operational concerns, and opportunities for improvement and present recommendations to the Vice President., • Oversee the accuracy and effective use of HRIS information and HR reporting., • Identify opportunities to automate, streamline, standardize, and improve HR processes., • Ensure HR procedures include appropriate controls, documentation, accountability, and follow-through., • Support cost-reduction and efficiency initiatives while maintaining compliance and employee service. Training and Employee Development • Identify training needs based on employee relations trends, performance issues, organizational needs, compliance requirements, and manager feedback., • Coordinate and oversee HR-sponsored training programs., • Support development of supervisor and manager training., • Monitor required training completion and appropriate documentation., • Promote employee development, cross-training, advancement, and career-development opportunities., • Support professional development and certification opportunities for HR staff. Safety, Quality, and General Responsibilities • Support the organization's workplace safety strategy and promote shared accountability for maintaining a safe work environment., • Actively identify, correct, or report safety hazards to help prevent workplace accidents and injuries., • Partner with operational leadership and appropriate internal resources on safety training, employee communication, corrective actions, and workforce-related safety initiatives.

Job Description Human Resources Generalist Location: Northeast Philadelphia, Pennsylvania Reports to: Executive Director Employment Type: Full-Time Compensation: Competitive salary, commensurate with experience Benefits: Comprehensive benefits package available Make an Impact Where It Matters Most We are seeking a proactive, people-centered Human Resources Generalist to join our mission-driven Out-of-School Time (OST) organization in Northeast Philadelphia. In this role, you will help build and support the workforce behind programs that provide safe, enriching, and supportive experiences for children and families. This is more than a traditional HR role. It is an opportunity to shape employee experience, strengthen organizational culture, and partner with leadership to ensure staff are recruited, supported, developed, and retained effectively. If you are an HR professional who enjoys balancing strategy with hands-on execution and wants your work to have a meaningful community impact, we would love to hear from you. Why Join Us • Make a direct impact on programs serving children and families in the community, • Partner closely with leadership and contribute to key people initiatives, • Help shape a positive, mission-driven workplace culture, • Play an important role in recruitment, employee engagement, compliance, and staff development, • Join a collaborative team dedicated to growth, service, and continuous improvement Position Summary The Human Resources Generalist will oversee a broad range of HR functions, including recruitment, onboarding, employee relations, compliance, performance management, payroll and benefits administration, training coordination, workforce support along with exposure to Pennsylvania DHS requirements, childcare compliance and staffing regulations. This role will work closely with organizational leadership and program staff to ensure HR practices align with operational needs, regulatory requirements, and the organization’s mission. Key Responsibilities Talent Acquisition and Staffing • Lead full-cycle recruitment efforts for program and administrative staff, • Create and post job advertisements across job boards, social media platforms, and other recruitment channels, • Screen applicants, coordinate interviews, conduct reference checks, and support candidate selection, • Manage pre-employment steps, including background checks and new hire documentation, • Build and maintain a pipeline of qualified candidates for current and future staffing needs Onboarding, Training, and Development • Coordinate onboarding for new hires to ensure a positive and organized start, • Facilitate orientation sessions covering organizational culture, policies, procedures, and safety expectations, • Support the development and tracking of required trainings, certifications, and professional development opportunities, • Partner with leadership to identify staff development needs and learning opportunities Employee Relations and Culture • Serve as a trusted point of contact for employee questions, concerns, and workplace issues, • Support a positive and inclusive work environment through communication, conflict resolution, and employee engagement efforts, • Assist with staff retention initiatives and help identify trends that may impact morale or turnover, • Reinforce organizational policies, practices, and expectations consistently and professionally Performance Management • Support performance review processes, including goal setting, feedback, and documentation, • Partner with site and program leaders to address performance concerns and implement improvement plans when needed, • Help ensure employees understand job expectations and have the support needed to succeed HR Compliance and Records Management • Maintain accurate and confidential employee records in accordance with organizational policy and legal requirements, • Ensure compliance with applicable local, state, and federal employment laws and regulations, • Support compliance related to childcare licensing, safety protocols, staff clearances, and required certifications, • Monitor HR documentation and tracking systems to ensure accuracy and readiness for audits or reviews, • Maintain Pennsylvania DHS requirements, childcare compliance, staff clearances, and staffing compliance strongly preferred Payroll, Benefits, and Attendance Support • Support payroll administration to ensure timely and accurate employee compensation, • Assist with employee benefits administration and respond to staff questions related to available offerings, • Monitor attendance, time-off requests, and related documentation, • Help address attendance issues, staffing gaps, and workforce coverage needs Workforce Planning and Operational Support • Collaborate with leadership to develop staffing strategies based on program growth and operational demands, • Assist with scheduling coordination and seasonal or temporary staffing needs, • Provide input on job descriptions, staffing models, and workforce planning for new or expanding programs Reporting, Communication, and HR Operations • Prepare regular HR reports and updates for senior leadership, • Track key HR metrics such as turnover, absenteeism, training completion, and hiring activity, • Communicate organizational updates, policy changes, and HR-related information clearly and consistently, • Help improve HR systems, processes, and workflows to support efficiency and service quality Employee Wellness and Support • Promote employee wellness initiatives and a healthy work-life balance, • Help connect staff with resources and support related to stress, burnout, and workplace well-being, • Contribute to a workplace culture that values professionalism, care, accountability, and support Qualifications • Bachelor’s degree in Human Resources, Business Administration, or a related field preferred, • Minimum of 2 years of experience in a human resources role, • SHRM-CP, PHR, or eligibility to sit for certification strongly preferred, • Experience with recruiting, onboarding, employee relations, and HR compliance, • Strong organizational skills and exceptional attention to detail, • Excellent interpersonal, communication, and problem-solving abilities, • Demonstrated commitment to continuous improvement and process efficiency, • Proficiency in Microsoft Office, including Outlook, Excel, and Word, • Experience with HRIS systems; BambooHR experience strongly preferred, • Experience in youth services, out-of-school time programming, nonprofit organizations, education, or childcare environments highly preferred, • Knowledge of childcare licensing or Department of Human Services requirements is highly desirable, • Ability to travel locally between program sites as needed; reliable transportation required Ideal Candidate The ideal candidate is a collaborative and resourceful HR professional who is equally comfortable managing day-to-day HR operations and helping improve systems and practices over time. This person brings sound judgment, professionalism, and a genuine commitment to supporting staff who serve children and families. Equal Opportunity Statement We are committed to creating an inclusive workplace and encourage candidates from diverse backgrounds and experiences to apply.

Were seeking a highly organized Controller to serve as the financial and operational backbone of a growing education and language services company.This generalist role covers finance payroll some HR compliance and vendor management ideal for someone who thrives on variety and ownership.This is an i

HRBP or HR generalist experience, including significant experience partnering with senior GTM leaders in high-growth technology organizations, with exposure to globally distributed teams and hands-on experience supporting organizations across both India and the United States. As the Sr Director, Peo

RainFocus, one of the most innovative software companies, is in search of an exceptional HR Generalist.RainFocus is a next-generation event management and marketing platform helping the world’s leading organizations create meaningful, data-driven experiences at scale.We are a fast-growing, people-

NEW ROLE! GROWING company is looking for a Regional HR Business Partner to help them build out a more proactive HR Business Partner model – getting HR out in the field. HR Business Partner/HR Generalist experience supporting employees in multiple locations. TITLE: Regional HR Business Partner, Cen

Job DescriptionAbout the Role Gopuff is looking for a Corporate Counsel to take real ownership of our litigation docket and gig/employment practice, with direct mentorship, high visibility, and the kind of hands-on, senior-level work that fast-tracks your development. Own litigation. Be the go-to on gig/employment. Build a function. Accelerate your career. Why This Role Real ownership, direct investment in your development, and the kind of senior-level experience that accelerates your career. In this role, you’ll: • Take on real responsibility for litigation and employment matters from day one, • Build the toolkit of a senior legal leader, from strategy and outside counsel management to budget ownership and executive presence, by owning the work, with direct mentorship from the VP, Legal., • Gain significant visibility to the General Counsel and senior leadership on high-impact matters, • Access generalist growth opportunities (commercial contracting, product counseling, strategic work) to build broader exposure What We Offer, • Medical/Dental/Vision Insurance, • 401(k) Retirement Savings Plan, • HSA or FSA eligibility, • Long and Short-Term Disability Insurance, • Fitness Reimbursement Program, • 25% employee discount & FAM Membership, • Flexible PTO, • Group Life Insurance, • EAP through AllOne Health (formerly Carebridge)What You'll Do: Litigation Docket, • Own the litigation docket (employment, commercial, and other matters) from intake through resolution, • Direct outside counsel on strategy, discovery, motion practice, and settlement, • Handle appropriate matters in-house Litigation Portfolio Strategy & Management • Take on strategic and operational management of the litigation function, ensuring matters are appropriately prioritized and resourced, • Manage the function strategically: prioritization, outside counsel selection and performance, budgets, and reporting to senior leadership Employment Counseling & Gig Economy Workforce Matters • Counsel HR and Operations on the full range of employment matters: performance, investigations, terminations, wage-and-hour, accommodations, • Become the company expert on independent contractor classification, gig economy workforce issues, and related policy Broader Legal Work (Generalist Growth Areas) • Support commercial contracting and other business agreements, • Provide product and operational counseling on new initiatives and evolving business models, • Take ownership of discrete projects in evolving areas of the businessWho You Are, • 4-6+ years of legal experience, including at least 2 years of hands-on litigation work (discovery, motion practice, outside counsel management), • Litigation experience from a firm, in-house, or government, • Employment counseling experience is valued but not required, • Experience with independent contractor, gig economy, or worker classification issues is a plus, • Exposure to additional practice areas (e.g., commercial contracts, corporate, real estate, product, or regulatory) is a plus, • JD from an accredited law school, • Admitted and in good standing with at least one U.S. state bar, • Hybrid position with 3 days in office at our Spring Garden HQHow You Work, • Ownership mentality: you see issues, you handle them, • Comfortable operating independently in a lean, fast-moving team, • Hard hat and a lunch pail mentality; with ability to think like a GC, • Strong judgment and the ability to translate legal risk into business decisionsCompensation, • Gopuff pays employees based on market pricing and pay may vary depending on your location. The salary range below reflects what we’d reasonably expect to pay candidates. A candidate’s starting pay will be determined based on job-related skills, experience, qualifications, interview performance, and market conditions. These ranges may be modified in the future. Exceptions may be made for exceptional individuals. For additional information on this role’s compensation package, please reach out to the designated recruiter for this role., • This role is eligible for a discretionary annual cash bonus and participation in Gopuff’s equity incentive plan., • Base Salary Range: $160,000 - $200,000Benefits Overview, • Medical/Dental/Vision Insurance, • 401(k) Retirement Savings Plan, • HSA or FSA eligibility, • Long and Short-Term Disability Insurance, • Mental Health Benefits, • Fitness Reimbursement Program, • 25% employee discount & FAM Membership, • Flexible PTO, • Group Life Insurance, • EAP through AllOne Health (formerly Carebridge) The only predictable thing about life is that it’s wildly unpredictable. That’s where we come in. When life does what it does best, customers turn to Gopuff to deliver their everyday essentials, and to get through their day & night, work day and weekend. We’re assembling a team of thinkers, dreamers & risk-takers...the kind of people who know the value of peace of mind in an unpredictable world. (And people who love snacks.) Like what you’re hearing? Welcome to Gopuff. The Gopuff Fam is committed to an inclusive workplace where we do not discriminate on the basis of race, sex, gender, national origin, religion, sexual orientation, gender identity, marital or familial status, age, ancestry, disability, genetic information, or any other characteristic protected by applicable laws. We believe in diversity and encourage any qualified individual to apply. We are an equal employment opportunity employer. At Gopuff, we know that life can be unpredictable. Sometimes you forget the milk at the store, run out of pet food for Fido, or just really need ice cream at 11 pm. We get it—stuff happens. But that’s where we come in, delivering all your wants and needs in just minutes. And now, we’re assembling a team of motivated people to help us drive forward that vision to bring a new age of convenience and predictability to an unpredictable world. Like what you’re hearing? Then join us on Team Blue. #LI-GOPUFF Gopuff is an equal employment opportunity employer, committed to an inclusive workplace where we do not discriminate on the basis of race, sex, gender, national origin, religion, sexual orientation, gender identity, marital or familial status, age, ancestry, disability, genetic information, or any other characteristic protected by applicable laws. We believe in diversity and encourage any qualified individual to apply. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Job Description Human Resources Generalist Philadelphia, Pennsylvania We are always seeking highly-skilled and empathetic professionals and volunteers to join us on our mission to make each day count. We value people who are willing to go the extra mile for our patients & their families. Now Hiring: Human Resources Generalist (Full-Time) A well-established Skilled Nursing and Long-Term Care Facility near Philadelphia is seeking an experienced Human Resources Generalist to join our team. The ideal candidate will have prior healthcare HR experience, preferably in a Skilled Nursing or Long-Term Care setting, and possess a strong understanding of employment law, employee relations, recruiting, payroll, and regulatory compliance. Why Join Our Team? Supportive leadership team. Competitive compensation and comprehensive benefits. Opportunities for professional growth and advancement. Collaborative, team-oriented work environment. Responsibilities of HR Generalist Utilize and maintain the facility's Applicant Tracking System (ATS) to ensure an efficient hiring process. Prepare and issue offer letters within 24 hours of candidate selection. Assist with payroll review to ensure accuracy prior to processing. Ensure compliance with Pennsylvania employment laws and HR best practices. Coordinate new hire orientation and employee onboarding. Assist with employee relations, coaching, corrective actions, and performance management. Manage Workers' Compensation claims and coordinate return-to-work processes. Participate in unemployment compensation hearings and maintain supporting documentation. Assist the facility during state and federal surveys by providing requested HR documentation and support. Maintain employee personnel files and HR records in compliance with regulatory requirements. Plan and participate in weekly employee appreciation and engagement activities. Partner with department managers to support staffing initiatives and workforce planning. Perform other HR-related duties as assigned. Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field preferred. Minimum of 2 years of Human Resources experience, preferably in a Skilled Nursing Facility, Long-Term Care, or healthcare setting. Experience with Applicant Tracking Systems (ATS) required. Knowledge of payroll processes and payroll auditing. Strong knowledge of Pennsylvania employment laws and HR compliance. Experience with Workers' Compensation, unemployment hearings, employee relations, and regulatory surveys. Excellent organizational, communication, and interpersonal skills. Ability to maintain confidentiality and handle sensitive information with professionalism. Proficient in Microsoft Office and HR information systems. If you are an experienced Human Resources professional who is passionate about supporting healthcare teams and fostering a positive workplace culture, we would love to hear from you! Equal Opportunity Employer.

Job Description Position Title: HR Generalist Location: Philadelphia, PA Assignment Type: Contract-to-Hire Compensation: $35–$40/hr Work Schedule: Monday–Friday, 8:00 AM–5:00 PM On-Site or Hybrid: Fully On-Site Benefits: This position is eligible for medical, dental, vision, and 401(k). An Addison Group client is looking for an HR Generalist! Job Responsibilities: • Run daily HR operations, including hiring, onboarding, benefits, payroll support, and leave administration, • Recruit, interview, and facilitate hiring for open positions in collaboration with department managers, • Conduct background checks and employment eligibility verifications, • Implement new hire orientation and employee recognition programs, • Administer HR programs related to compensation, benefits, performance management, employee relations, training, and compliance, • Review, track, and document compliance with required training, certifications, and continuing education, • Handle employee relations matters, including disciplinary meetings, investigations, and terminations, • Respond to HR-related inquiries from employees, applicants, and supervisors, • Ensure compliance with federal, state, and local employment laws and HR best practices, • Maintain awareness of HR trends, regulatory changes, and new technologies, • Support performance evaluations and may oversee daily workflow of HR staff Requirements: • Bachelor’s degree in Human Resources, Business Administration, or a related field (required), • 1+ year of human resources management experience (preferred), • Strong knowledge of employment laws and HR compliance requirements, • Excellent written and verbal communication skills, • Strong interpersonal, negotiation, and conflict-resolution skills, • High level of organization, attention to detail, and time management, • Ability to handle confidential information with integrity and professionalism, • Proficiency in Microsoft Office Suite; experience with HRIS systems preferred, • SHRM-CP certification a plus Why choose Addison Group? • Pay: We negotiate high salaries using the U.S. Bureau of Labor Statistics, • Benefits & Bonuses: You are eligible for medical, dental, vision insurance benefits, and 401(k), • Permanent Employment: Many of Addison’s job openings lead to potential permanent employment, • Connections: You connect directly with hiring managers, • Options: You are presented multiple employment options near your home, • Professional Development: You are provided hiring process advice, resume revision, and employment term negotiation Addison Group is an Equal Opportunity Employer. Addison Group provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state, and local laws. Addison Group complies with applicable federal, state, and local laws governing non-discrimination in employment in every location in which the company has facilities. Reasonable accommodation is available for qualified individuals with disabilities, upon request.

Job DescriptionCompany Description IntegriChain is the data and application backbone for market access departments of Life Sciences manufacturers. We deliver the data, the applications, and the business process infrastructure for patient access and therapy commercialization. More than 250 manufacturers rely on our ICyte Platform to orchestrate their commercial and government payer contracting, patient services, and distribution channels. ICyte is the first and only platform that unites the financial, operational, and commercial data sets required to support therapy access in the era of specialty and precision medicine. With ICyte, Life Sciences innovators can digitalize their market access operations, freeing up resources to focus on more data-driven decision support. With ICyte, Life Sciences innovators are digitalizing labor-intensive processes – freeing up their best talent to identify and resolve coverage and availability hurdles and to manage pricing and forecasting complexity. We are headquartered in Philadelphia, PA (USA), with offices in: Ambler, PA (USA); Pune, India; and Medellín, Colombia. For more information, visit www.integrichain.com, or follow us on Twitter @IntegriChain and LinkedIn. Job Description Living in PA, NJ, NY is a must. Regular visits to our Philadelphia office are required The Director of Talent Management is a strategic and hands-on leader who connects business priorities with people execution in a high-growth, evolving organization. This role partners closely with senior leaders to drive performance, accountability, and organizational effectiveness — translating strategy into scalable talent practices that deliver visible business impact. Leading a small team of HR Business Partners, this individual operates as a player-coach: personally building and launching key talent programs in year one while developing the team’s capability to sustain and scale them over time. The right candidate brings sharp business acumen, comfort with ambiguity, and a track record of driving HR transformation in growth-stage or PE-backed environments — where building without large CoE support and moving fast are the norm. Key Responsibilities Strategic HR Partnership Serve as a trusted advisor to senior leaders, driving talent strategy, organizational effectiveness, and business-aligned people decisions Translate business priorities into HR initiatives with clear, measurable outcomes and visible impact Partner with leadership on talent retention, engagement, and performance acceleration Operate with senior HR visibility — participating in leadership forums and bringing people insights to business discussions with credibility Serve as a senior escalation point, providing timely judgment on complex people matters and cross-functional HR topics Talent & Performance Transformation Lead the design and implementation of evolved performance management practices that drive accountability, growth, and differentiated rewards Personally build initial frameworks, tools, and calibration processes — including talent assessment approaches — then scale them through the HRBP team Partner with leadership to reinforce a pay-for-performance culture, ensuring clear linkage between outcomes and rewards Support development and upskilling initiatives in partnership with relevant internal stakeholders Organizational Design & Job Architecture Lead organizational design efforts including role clarity, career pathing, leveling frameworks, and workforce planning Continue to embed scalable job architecture: leveling structures, career ladders, and role definitions aligned to growth and operating model needs Translate business strategy into practical org design decisions around spans, layers, and capability requirements Compensation Advisory Advise leadership on pay decisions — promotions, merit, and off-cycle adjustments — aligned to performance and internal equity principles Partner with People & Culture team members on rewards philosophy and differentiated pay practices. Process Design & Operational Excellence Design and implement scalable HRBP processes that improve consistency, transparency, and impact, balancing rigor with speed Drive operational rhythms across talent programs: performance cycles, calibration, and workforce planning Establish a cadence of business reviews using talent data and insights to help leaders plan proactively for their people needs Change Leadership Lead and support change initiatives, ensuring adoption of new talent practices and ways of working Develop communication and change strategies that drive clarity and buy-in with impacted stakeholders Identify organizational friction points and proactively drive improvements HRBP Team Leadership Lead, coach, and develop a small, high-performing HRBP team with clear expectations for strategic partnership and execution quality Foster a culture of accountability, pragmatic problem-solving, and continuous improvement Serve as the senior decision-maker on escalated employee relations matters, ensuring high-quality, timely support for the business Qualifications Ideal Experience 8–12 years of progressive HR experience, including HRBP leadership in growth-stage, PE-backed, or scaling technology or SaaS organizations Demonstrated track record of personally building and operationalizing HR programs — performance management, talent calibration, job architecture — in environments without large Centers of Excellence support Experience managing or mentoring HRBPs or HR generalists; comfort leading a small team while remaining hands-on Strong business acumen with the ability to influence senior leaders credibly and effectively Experience facilitating talent assessment and calibration processes (e.g., 9-box or equivalent) Demonstrated ability to drive organizational change and adoption of new people practices HR Generalist background a plus – providing backbone of overall HR knowledge to application in Talent Management role Preferred Background Experience in technology, SaaS, or data and analytics-driven businesses Familiarity with Lattice or a comparable HRIS and performance management platform Exposure to AI-enabled HR tools or process automation Key Competencies Strategic Influence — connects talent strategy to business outcomes; trusted advisor to senior leadership Operational Excellence — designs and executes scalable, high-impact HR processes with rigor and speed Organizational Effectiveness — drives clarity, structure, and alignment through thoughtful design and planning Performance Orientation — deep familiarity with performance management frameworks, calibration, and pay-for-performance linkage Leadership & Team Development — builds, coaches, and elevates a high-performing HRBP team Change Agility — moves fast, adapts well, and brings stakeholders along through transitions What Sets This Role Apart Direct ownership of a focused talent transformation agenda — with clear year-one priorities and room to grow scope over time High visibility with senior leadership and meaningful, measurable impact on business performance A genuine blend of strategy and hands-on execution — ideal for leaders who want to build while leading Opportunity to shape foundational talent systems in a scaling, PE-backed organization at an inflection point Additional Information What does IntegriChain have to offer? • Mission driven: Work with the purpose of helping to improve patients' lives!, • Excellent and affordable medical benefits + non-medical perks including Student Loan Reimbursement, Flexible Paid Time Off and Paid Parental Leave, • 401(k) Plan with a Company Match to prepare for your future, • Robust Learning & Development opportunities including over 700+ development courses free to all employees #LI-KL1 IntegriChain is committed to equal treatment and opportunity in all aspects of recruitment, selection, and employment without regard to race, color, religion, national origin, ethnicity, age, sex, marital status, physical or mental disability, gender identity, sexual orientation, veteran or military status, or any other category protected under the law. IntegriChain is an equal opportunity employer; committed to creating a community of inclusion, and an environment free from discrimination, harassment, and retaliation. Our policy on visa sponsorship for US based positions: Applicants for employment in the US must have valid work authorization that does not now and/or will not in the future require sponsorship of a visa for employment authorization in the US by IntegriChain.

Job Description At Amuneal, each product we create is influenced by exploration, research, investment, and a never-ending focus on the highest quality materials, cutting-edge technologies, and skilled craftsmanship. With nearly 60 years of experience, Amuneal operates two divisions in Philadelphia, each with a focus on the highest quality products, fed by a strategy focused on diversification. Amuneal's Technical Products Division is the country's largest and most respected supplier of magnetic shielding, while our award-winning Custom Fabrication Division creates original designs for high-end residential and commercial interiors. The Talent Acquisition Lead supports the organization's strategy through talent acquisition, employee engagement and workforce development. This role reports to the Human Resources Manager and partners with leadership and employees to help attract, develop, and retain a high-performing workforce while fostering an engaging, positive, and inclusive workplace culture. The ideal candidate is relationship-oriented, organized, proactive, and passionate about employee experience and organizational growth. Key Responsibilities Talent Acquisition & Recruitment • Partner with the Human Resources Manager to support short and long-term business objectives regarding staffing, including an understanding of job duties and project goals, • Lead full-cycle recruiting efforts for assigned positions, including sourcing, screening, interviewing, and onboarding coordination, • Document all candidate activity in the ATS, • Partner with Hiring Managers to understand staffing needs and develop effective recruitment strategies, • Qualify candidates against detailed job descriptions through resume reviews, phone and in-person interviews, • Maintain and improve candidate experience throughout the hiring process, • Source candidates from a variety of sources, including job boards, employee referrals and online resources, • Build talent pipelines and community partnerships to support workforce planning initiatives, • Make recommendations to Hiring Managers for qualified candidates, • Perform all recruiting activities within EEOC guidelines and document all decisions for Affirmative Action Reporting, • Coordinate, schedule, and occasionally attend interviews, • Assist with employer branding and recruitment marketing efforts, • Promote Amuneal in a positive manner as an employer of choice Workforce Development • Coordinate onboarding activities for new hires ensuring participation at orientation, safety training and benefits enrollment meetings, • Ensure that managers and leads are regularly connecting with new hires at scheduled intervals (30, 60, and 90-days of employment) to address training and development needs, • Assist in identifying training and professional development opportunities, identifying skill gaps and coordinating targeted training sessions to support career progression, • Support succession planning and internal growth initiatives by identifying opportunities to improve employee satisfaction, connection, and career growth, • Track training participation and workforce development metrics Employee Engagement • Support initiatives that promote employee engagement, morale, retention, and organizational culture, • Collaborate with existing channels to ensure new hires are abreast of and connected to existing employee recognition programs, events, and culture-building activities, • Serve as a resource for employees regarding workplace concerns, engagement, and employee experience, • Help reinforce company values, mission, and workplace expectations HR Support & Collaboration • Partner with the HR Manager on people-related initiatives and strategic projects, • Maintain accurate recruiting, onboarding, and employee development records, • Support HR compliance, policies, and best practices, • Assist with HR communications and process improvements, • Perform other HR Generalist duties as business need grows, • Participate in special projects as requested Qualifications • 2–5 years of experience in recruiting, HR, workforce development, employee engagement, or related areas, • Strong interpersonal and communication skills; comfortability making and receiving cold calls, • Ability to build relationships across all levels of the organization, • Strong organizational skills and attention to detail, • Ability to disseminate complex information in a clear and concise manner, • Ability to manage multiple priorities in a fast-paced environment, • Must be able to work independently with minimal oversite, • Proficiency with Microsoft Office and HRIS/applicant tracking systems Preferred Skills • Experience supporting employee engagement or culture initiatives, • Knowledge of employment practices and HR fundamentals, • Strong problem-solving and collaboration skills, • Bilingual (English & Spanish) is a plus Work Environment & Physical Requirements • Requires prolonged sitting at a desk and frequent computer monitor viewing, • Exceptional speaking and listening capabilities are required to conduct interviews, lead internal training and networking at outside events, • Light activity such as navigating around an office setting and around the manufacturing floor; proper PPE (closed toed shoes & protective eyewear) required while on shop floor, • Hybrid at home/in office with occasional participation in recruiting events, training events, or employee activities, • Requires travel between company locations or community events

PHR, SPHR, SHRM-CP, or SHRM-SCP certification. The HR Generalist will serve as a strategic partner and day-to-day resource for employees and management, administering a broad range of HR functions including employee relations, labor relations, compliance, and people operations. Minimum 5+ years of p

Job Description About the Role: NeurAbilities Healthcare is looking for a Full Time Human Resources Generalist to join our Human Resource team in Voorhees, NJ. In this role, you'll manage the daily operations that keep our HR function running smoothly, from HCM/HRIS administration and employee records to benefits administration and compliance. This role will be supporting employees across New Jersey and Pennsylvania. This is a great opportunity for an HR professional who enjoys variety, thrives in a fast-paced healthcare environment, and wants to make a direct impact on the employee experience. The salary range is from $68k-$73k/year, combined with a hybrid schedule, strong benefits, 401(k), 14 days of PTO, and 1 Joy Day (floating holiday). What You Bring: • Bachelor's degree in HR or a related field (or Associate's degree plus 2 years of HR experience), • 4+ years of HR experience, including 3+ years handling employment disputes/investigations and 2+ years with workers' comp, benefits, OSHA, leave, ACA, and wage/hour compliance, • SHRM-CP or PHR certification required, • Experience with HRIS/HCM systems; UKG experience a plus, • Strong communication, judgment, and problem-solving skills, with proficiency in Microsoft Office What You'll Do As A Human Resource Generalist: HRIS/HCM Administration • Manage HCM system tasks such as hiring, compensation, leaves, terminations, benefits, and employee surveys while ensuring accurate, compliant records, • Maintain employee data including job classification, pay rates, org structure, and status changes, • Support with HCM administration and implementation projects Benefits Administration • Serve as a resource for employees on benefits and ACA compliance questions, • Partner with our broker and vendors to administer medical, dental, disability, life, FSA, and COBRA benefits, including enrollment, invoicing, and reconciliation, • Review payroll deductions for accuracy and support 401(k) administration, • Manage PTO and leave of absence tracking, and troubleshoot issues within UKG and vendor portals HR Service Delivery • Advise managers on employee relations, workers' compensation, and disputes in line with employment law, • Serve as a first point of contact for employee complaints and investigations, • Help maintain compliance with employment laws and recommend policy improvements, • Support unemployment hearings and related documentation Training • Deliver training to employees and managers on HCM system processes and procedures Working Conditions and Physical Demands • Estimated 20% travel, dependent on need., • Travel is primarily local during the business day, although some out-of-area and overnight travel may be expected. • This job operates in both a professional and home office environment and routinely uses standard office equipment such as a computer, phone, photocopier, filing cabinet, and printer. About Us: NeurAbilities Healthcare is a distinguished specialty healthcare provider with a team that constantly seeks new and innovative ways to provide the best possible care for patients. Founded by a neurologist who put his vision of compassionate, high-quality patient care into practice, we remain on a mission to transform the lives of individuals with autism and other neurodevelopmental disabilities in New Jersey, Pennsylvania, and beyond. Each of our dedicated team members share the same mission of providing top-notch medical and psychological care and integrated behavior services to over 10,000 patients annually. NeurAbilities Healthcare Inc is an EEO Employer: All qualified applicants will receive consideration for employment without regard to race, color, national origin, age, ancestry, sex, religious creed, disability, or any other category protected under law. Apply now and take the first step toward a rewarding career with us!

Job Description Esperanza Health Center is seeking a skilled and detail-oriented Human Resources Generalist to join our HR team. This role supports key HR functions, including talent acquisition, onboarding, payroll processing, compliance, event planning, and administrative support. The HR Generalist collaborates with the HR Director and department managers to ensure smooth operations, excellent employee experiences, and adherence to best practices and regulatory requirements. Ideal candidates will have a bachelor’s degree or equivalent experience, 2–3 years of HR experience (including ADP or similar HRIS systems), strong organizational skills, and a commitment to maintaining confidentiality and professionalism. Cultural competency and the ability to integrate faith in the workplace are essential. This position offers the opportunity to work in a collaborative environment while playing a vital role in enhancing the employee experience and supporting the organization’s mission. If you are passionate about human resources and dedicated to making a positive impact, we encourage you to apply! ESSENTIAL FUNCTIONS • Talent Acquisition, • Responsible for sourcing and recruiting applicants by finding and expanding new sources of applicants and strengthening Esperanza’s networks locally and nationally., • Responsible for recruiting at job fairs, trade schools, colleges, churches, Christian organizations, etc., • Responsible for all aspects of the recruiting cycle for open positions assigned by the HR Director, including working with departmental managers to understand skills and competencies required for openings, schedule and conduct interviews and other aspects of the cycle through the offer letter., • Compliance, • Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications., • Conducts or acquires background checks and employee eligibility verifications., • Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance., • Onboarding and Orientation, • Responsible for coordinating and conducting all aspects of onboarding (with Benefits Coordinator) and bimonthly new hire orientation., • Payroll Processing, in collaboration with Finance department staff, • Responsible for assisting with processing payroll in ADP. Tasks include adding new hires into ADP, creating change forms, and reviewing payroll for accuracy., • Responsible for distribution of manual checks, payroll forms and notices, tax documents, salary change letters, etc., • Responsible for assisting with payroll-related reporting, downloading payroll documents for each payroll, and other maintenance tasks related to payroll., • Responsible for providing excellent customer service to managers and all employees for payroll and accrual questions, resolving issues, making adjustments and corrections, etc., • Event Planning and Project Coordination, • Responsible for completing supportive tasks at retreats, all staff training, staff appreciation events, etc., in collaboration with the HR team, managers, and employees., • Responsible for assisting in coordinating and tracking all staff training compliance., • Administrative Support, • Responsible for responding to internal and external HR service requests., • Responsible for preparing employee communications, surveys, etc., • Responsible for data entry, personnel file maintenance, tracking tardy reports, low-level disciplines and leave requests, and other tasks., • Responsible for tracking and updating credentialing for all non-provider staff., • Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development., • Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment laws., • Other duties as assigned. KNOWLEDGE, SKILLS, AND ABILITIES • Bachelor’s degree or equivalent experience required., • 2-3 years working within an HR department., • 2-3 years’ experience with ADP or other HRIS or ability to learn., • Excellent skills using Google Suite and Microsoft Office products., • Excellent written and oral communication skills required., • Demonstrated ability to maintain confidentiality and exercise discretion in internal and external interactions., • Demonstrated ability to maintain high accuracy in data entry, database maintenance, composing written communications, proofreading, etc., • Demonstrated interpersonal skills and cultural competency., • Experience recruiting, screening, and interviewing individuals., • Experience planning and implementing training events and retreats., • Experience working in a team environment; willingness to take on a variety of tasks in support of the team., • Experience working on several projects simultaneously and managing deadlines successfully., • Strong analytical and problem-solving skills., • Ability to prioritize tasks and to delegate them when appropriate., • Ability to act with integrity, professionalism, and confidentiality., • Thorough knowledge of employment-related laws and regulations., • Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems., • Ability to integrate faith in the workplace and in all interactions with employees and external constituencies; desire and ability to share Christ with others. WORKING CONDITIONS • Must be able to sit/stand at a desk for long periods., • Must read fine print on paper, computer, and databases., • Must be willing to travel among all EHC sites., • Must lift 20 lbs., climb stairs, drive or travel to other EHC sites, and walk to and from parking lots.

Job Description We are looking for an experienced Human Resources Generalist to support a growing organization in New Jersey. This contract opportunity with potential for a permanent role is ideal for someone who enjoys balancing day-to-day HR operations with employee support, onboarding, and benefits coordination. The person in this role will work closely with staff and leadership to help maintain a positive employee experience while ensuring HR processes run smoothly. Responsibilities: • Manage core human resources activities across onboarding, employee relations, HR administration, and benefits support., • Coordinate new employee processing, including pre-employment documentation, clearances, and orientation-related tasks., • Serve as a point of contact for employees regarding workplace concerns, policy questions, and general HR guidance., • Support benefits administration by assisting with enrollments, changes, and employee inquiries., • Maintain accurate employee records and update information within the HRIS and related tracking systems., • Assist with recruiting activities, including communication with candidates and support for recruitment workflows., • Partner with internal teams to help ensure physicians and other staff meet required credentialing or documentation standards where applicable., • Contribute to ongoing HR process improvements and support operational changes or system-related updates as needed., • Prior experience in a Human Resources Generalist or similar HR support role., • Hands-on background in employee relations, onboarding, HR administration, and benefits coordination., • Proficiency working with HRIS platforms and Microsoft Office applications., • Strong organizational skills with the ability to manage multiple priorities in a fast-paced environment., • Clear written and verbal communication skills when working with employees, candidates, and leadership., • High level of discretion and professionalism when handling sensitive employee information.

Job DescriptionHuman Resources Assistant Department: Human Resources Reports To: Senior Human Resources Generalist Location: West Philadelphia – Parkside Avenue Employment Type: Full-Time, On-Site Schedule Monday–Thursday: 8:30 AM–5:00 PM Friday: 9:00 AM–5:00 PM This is an on-site position. Candidates must be able to reliably commute to Dunbar Wellness Group's West Philadelphia/Parkside office and consistently maintain the required work schedule. Position Summary Dunbar Wellness Group, Inc. is seeking an experienced, dependable, and highly organized Human Resources Assistant to support the day-to-day operations of the Human Resources department. This position will work directly with the Senior Human Resources Generalist and will provide hands-on support with full-cycle recruitment, onboarding, ADP administration, credentialing, compliance, personnel records, training requirements, and general HR operations. This is not an entry-level HR position. The ideal candidate will have at least three years of relevant Human Resources experience, previous experience supporting the full recruitment cycle, and experience using ADP from the administrative/employer side. Because Dunbar operates within behavioral healthcare, candidates should also have experience with employee credentialing and compliance requirements. Previous experience or familiarity with Community Behavioral Health (CBH) requirements is strongly preferred. Essential Duties & Responsibilities Manage and support full-cycle recruiting, including posting positions, reviewing applicants, conducting candidate outreach, coordinating and scheduling interviews, communicating with hiring managers, preparing offers, and facilitating pre-employment/onboarding activities. Assist with new-hire onboarding and orientation for employees and contractors. Use ADP Workforce Now from the administrative side to assist with onboarding, employee records, documentation, reporting, and other HR functions. Maintain and audit employee and contractor personnel/credentialing files. Track required credentials, clearances, licenses, certifications, trainings, and expiration dates. Follow up with staff regarding missing, incomplete, or expiring credentialing/compliance requirements. Assist with ensuring personnel files meet Dunbar's internal and applicable external compliance requirements. Maintain HR trackers, spreadsheets, employee records, and recruitment documentation. Assist with employment verification and professional reference requirements. Prepare HR correspondence, notices, forms, and other documentation. Support employee training and orientation coordination. Respond professionally to routine employee and applicant questions and appropriately escalate HR matters when necessary. Maintain strict confidentiality regarding employee, applicant, and organizational information. Provide additional administrative and HR support as needed. Required Qualifications Minimum of 3 years of Human Resources experience. Demonstrated experience with full-cycle recruiting. Previous experience using ADP in an employer/administrator capacity. Experience maintaining employee credentials, compliance documentation, and personnel files. Strong understanding of HR administrative processes and employee onboarding. Excellent organization and attention to detail. Strong written and verbal communication skills. Ability to independently manage multiple priorities and meet deadlines. Demonstrated reliability, professionalism, and consistent attendance. Ability to maintain confidential and sensitive employee information. Must be able to reliably commute to the Parkside Avenue office in West Philadelphia. Must be available to consistently work the position's full on-site schedule. Preferred Qualifications Previous experience working in behavioral health, mental health, healthcare, or a similarly regulated environment. Previous experience working with or knowledge of Community Behavioral Health (CBH) requirements. Familiarity with behavioral-health employee/contractor credentialing requirements. Experience supporting compliance audits and personnel-file reviews. Experience with ADP Workforce Now specifically. Benefits Dunbar Wellness Group offers a benefits package to eligible full-time employees, which may include: • Medical Insurance, • Dental Insurance, • Paid Time Off (PTO), • Paid Holidays, • Employee Training & Professional Development Opportunities, • ADP Employee Self-Service Access, • Consistent Full-Time, Monday–Friday Schedule, • No Weekend Schedule, • Opportunities for Professional Growth within Human Resources and Behavioral HealthcareIdeal Candidate The ideal candidate is someone who is reliable, organized, proactive, detail-oriented, and able to follow through on assignments without constant oversight. This person should be comfortable working in a fast-paced HR environment where recruitment, onboarding, credentialing, compliance, and employee needs are being managed simultaneously. We are specifically looking for someone who already understands the fundamentals of HR and can come into the role with practical experience, while learning Dunbar's specific policies, procedures, and behavioral-health requirements. Equal Employment Opportunity Statement Dunbar Wellness Group, Inc. is an Equal Opportunity Employer. We are committed to providing equal employment opportunities to all qualified applicants and employees without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity or expression, national origin, ancestry, age, disability, genetic information, veteran status, or any other characteristic protected by applicable federal, state, or local law. Employment decisions are based on qualifications, experience, job-related requirements, and organizational needs. Dunbar Wellness Group is committed to maintaining a professional workplace that values diversity, inclusion, respect, and equal opportunity for all employees and applicants.

At Huckleberry, our purpose is simple yet powerful: to build life-changing products and experiences that help all families unlock everyday magic.Today, more than 5 million families trust Huckleberry and our app to be their partner through parenthood.Real pediatric expertise works hand-in-hand with d

Working within established People & Culture strategies, policies, and frameworks, the Senior HR Generalist leads assigned HR programs from planning through implementation, identifies opportunities for improvement, and provides guidance to managers and employees on HR processes and practices. Profici

NEW ROLE! GROWING company is looking for a Regional HR Business Partner to help them build out a more proactive HR Business Partner model – getting HR out in the field. HR Business Partner/HR Generalist experience supporting employees in multiple locations. Will provide the full range of HR suppor

The Human Resources Generalist will be responsible for the execution of the routine functions of the Human Resources (HR) department, hiring and screening staff, administering pay, benefits, and leave, and enforcing company policies and practices.The candidate must have strong writing and communicat

Job Description Position: Human Resources Business Partner Department: Human Resources Location: Philadelphia, PA The Study at University City is seeking a highly organized and detail-oriented Human Resources Business Partner to lead and execute all HR functions for the hotel and restaurant. This role is a comprehensive, hands-on leadership position responsible for managing the full employee lifecycle while supporting operational priorities and advancing HR initiatives aligned with Study Hotels’ culture and business objectives. The HR Business Partner is a key member of the property’s senior leadership team, partnering closely with the General Manager and department leaders to support workforce planning, operational performance, and team member engagement. This role requires strong attention to detail, sound judgment, and the ability to manage multiple priorities in a fast-paced hospitality environment. The HR Business Partner oversees recruiting, payroll, employee relations, benefits administration, and performance management while implementing Home Office strategies to ensure alignment across the portfolio. Our caring and attentive associates reinforce our belief that guest service and internal partnership are our highest priorities. We seek a proactive and service-oriented HR professional who thrives in a dynamic setting and is passionate about building strong teams and a positive workplace culture. HR Operations Snapshot • Full-service hotel and restaurant operation, • Oversight of recruiting, onboarding, payroll, and employee relations, • Cross-functional partnership with hotel leadership and Home Office, • Fast-paced hospitality environment with multiple priorities, • Focus on compliance, consistency, and team member experience Responsibilities • Lead and manage all Human Resources functions for the hotel and restaurant, including recruiting, onboarding, payroll, benefits, and employee relations., • Serve as a strategic partner to the General Manager and leadership team to support operational performance, workforce planning, and team member engagement., • Own the full-cycle payroll process, ensuring accuracy, compliance, and timely submission, including auditing time records, managing pay codes, and resolving discrepancies., • Oversee benefits administration, including enrollment of newly eligible team members, with strong adherence to ACA compliance requirements., • Lead full-cycle recruiting efforts, including sourcing, interviewing, hiring, and onboarding, ensuring alignment with staffing needs and company standards., • Drive the performance management process, including annual reviews, coaching, disciplinary actions, and development planning in partnership with department leaders., • Provide guidance and support to managers on employee relations matters, ensuring consistency, fairness, and compliance with company policies., • Implement and execute Home Office HR initiatives, policies, and programs to ensure alignment across the portfolio., • Ensure compliance with all federal, state, and local employment laws and maintain accurate and up-to-date employee records., • Monitor HR metrics and provide reporting and insights to leadership to support informed decision-making., • Foster a positive, inclusive, and high-performance work environment that supports retention and team member engagement., • Partner cross-functionally with department leaders to support operational needs and drive consistency in HR practices. Fundamentals • Education: Bachelor’s degree in Human Resources, Business Administration, or related field required., • Experience: Minimum of 3–5 years of progressive Human Resources experience, preferably in hospitality or a service-based environment., • Demonstrated ability to manage multiple HR functions including recruiting, payroll, and employee relations., • Hands-on experience processing payroll with full ownership from review through submission., • Strong knowledge of benefits administration and ACA compliance requirements., • Experience with HRIS and payroll systems; ADP Workforce Now (WFN) strongly preferred., • Strong knowledge of federal, state, and local employment laws and payroll regulations., • Advanced proficiency in Microsoft Office (Excel, Word, Outlook)., • Excellent organizational, communication, and problem-solving skills., • Ability to handle confidential information with discretion and professionalism., • Ability to manage multiple priorities in a fast-paced, on-site environment. About Us The Study at University City is a 212-room hotel located at the crossroads of the University of Pennsylvania and Drexel University in the heart of University City in Philadelphia. Designed as a place of discovery and connection, the hotel blends thoughtful hospitality with contemporary residential-inspired guest rooms and welcoming public spaces. The property is home to CO-OP Restaurant & Lounge, a lively 120-seat restaurant and lounge known for spirited hospitality and seasonal menus. The hotel also features 7,000 square feet of meeting and event space, hosting university functions, corporate meetings, conferences, and private events supported by the culinary team. Eligible full-time team members are offered a comprehensive benefits package including medical, dental, vision, life, and disability insurance, paid time off, and paid holidays. Team members may also participate in our 401(k) retirement savings plan and Employee Assistance Program. Study Hotels is a drug-free workplace. Pre-employment drug test and background check required. Study Hotels is an Equal Opportunity Employer and does not discriminate on the basis of age, race, religion, disability, nationality, sex, sexual orientation, or any other category protected by federal, state, or local law. Keywords: Human Resources Business Partner, HR Manager, Hospitality HR, Payroll, Recruiting, Employee Relations, HR Generalist, Hotel HR Powered by JazzHR tMDy98P3r6

Job DescriptionDescription: Job Summary We are seeking an experienced Human Resources Manager to oversee and support the full scope of the Human Resources function. This role serves as a trusted resource to employees, managers, and leadership while helping ensure HR programs, policies, and practices are administered consistently, professionally, and in compliance with applicable employment laws. The ideal candidate is a hands-on HR leader with strong employee relations experience, sound judgment, excellent communication skills, and the ability to support both day-to-day HR operations and broader organizational initiatives. Essential Job Functions • Model and instill company mission and values throughout the organization, • Oversee and support the full employee lifecycle, including recruitment, interviewing, hiring, onboarding, employee changes, performance management, development, retention, and offboarding., • Develop, implement, and maintain Human Resources policies, procedures, programs, and practices that support organizational objectives and comply with applicable federal, state, and local employment laws., • Serve as a primary resource for employee relations matters, including coaching managers, addressing workplace concerns, conducting investigations, and recommending appropriate corrective action., • Partner with the Recruiter and hiring managers to support recruitment efforts, including job postings, screening questions, candidate screening, interview coordination, and related hiring activities as needed., • Manage the offer, pre-employment screening, and onboarding processes to ensure a smooth and professional transition for all new hires., • Coordinate with the Director of Human Resources to update, revise, and maintain accurate job descriptions across the organization., • Administer benefits, leave management, and payroll-related processes in collaboration with the HR team, carriers, and other external partners., • Manage the annual open enrollment process and coordinate with the Director of Human Resources and benefits broker regarding plan design, rate negotiations, employee communications, and recommendations., • Serve as a backup for payroll processing, remain current on payroll system and process updates, and process all companywide payrolls on at least a quarterly basis., • Ensure compliance with employment laws and regulations, including wage and hour requirements, leave laws, workplace accommodations, anti-discrimination requirements, recordkeeping obligations, and required postings., • Manage annual compliance reporting and submission requirements, including OSHA 300 logs, EEO-1 reporting, and other applicable filings., • Coordinate with department heads and the Director of Human Resources to administer the performance management process, including goal setting, performance reviews, employee development plans, disciplinary actions, and related documentation., • Identify training needs and coordinate learning and development initiatives related to compliance, leadership development, workplace conduct, safety, and professional growth., • Maintain accurate employee records and HR documentation, ensuring confidentiality, consistency, and compliance with company policies and legal requirements., • Manage HR systems, reporting, workflows, and data integrity; review HR metrics prepared by the HR Generalist and coordinate with the HR Generalist and Director of Human Resources on action plans and process improvements., • Support employee engagement, recognition, retention, and culture-building initiatives that foster a professional, inclusive, and productive work environment., • Advise leadership on workforce planning, organizational structure, succession planning, employee retention, and HR best practices., • Coordinate and support workplace investigations, unemployment claims, workers’ compensation matters, employee leaves, accommodations, and other sensitive HR matters., • Stay current on HR trends, employment law updates, and best practices, and recommend improvements to HR programs and processes., • Perform additional responsibilities as necessaryRequirements: Knowledge, Skills, and Abilities • Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required., • Minimum of ten years of progressive Human Resources experience, preferably within the property management industry., • Minimum of seven years of experience handling employee relations, recruitment strategy, benefits administration, performance management, compliance, and HR operations., • Minimum of three years of prior HR management or supervisory experience required., • Strong knowledge of federal, state, and local employment laws and HR compliance requirements., • Bilingual fluency in English and Spanish strongly preferred., • Professional HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR, preferred., • Strong knowledge of HCM systems; experience with Paylocity preferred., • Excellent verbal and written communication skills., • Ability to engage professionally and effectively with employees, managers, and leadership at all levels of the organization., • Strong judgment, discretion, and professionalism when handling confidential, sensitive, or complex employee matters., • Demonstrated ability to manage employee relations matters with fairness, consistency, sound documentation, and appropriate follow-through., • Strong organizational and time-management skills, with the ability to manage multiple priorities, deadlines, and competing demands in a fast-paced environment., • Practical knowledge of HR best practices, compliance obligations, employment law considerations, and workplace policy administration., • Collaborative leadership style with the ability to build trust, influence others, and contribute to a positive workplace culture., • Strong problem-solving skills, with the ability to identify issues, evaluate options, recommend solutions, and implement process improvements., • Ability to travel up to 30% of the time Our Values • Embrace New Ways: obstacles are opportunities, and challenges are catalysts for change, • Serve the Community: give back and pay it forward, • Drive to Achieve: ambition and determination – we can achieve anything we can imagine, • Purpose Over Pride: Collaboration, thoughtful listening, and respect guide how we work with each other WE’VE GOT YOU COVERED We take pride in supporting the health and well-being of our teammates and their families: • Full medical, prescription, dental and vision benefits, • Company-paid life and AD&D insurance, • Company-paid short-term and long-term disability, • A 401(k) retirement plan with company match, • Paid time off, accrued based on years of service, • Supplemental insurance for employees and families, • Employee Assistance Program for confidential counseling, • Additional paid day off to provide community or charitable services, • Paid holidays; approximately fourteen (14) per year, • Peace of mind and a great working environment MRK provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, veteran status, sexual orientation, and gender identity.

Job Description Full-time | In-office Wilmington, DE We're seeking a highly organized Business Operations & Finance Manager to serve as the financial and operational backbone of a growing education and language services company. This generalist role covers finance, payroll, some HR, compliance, and vendor management — ideal for someone who thrives on variety and ownership. The office is based in Wilmington, DE, on Augustine Cutoff. We are a small business with a family atmosphere that cares about its employees and work-life balance. Key Responsibilities: Manage monthly billing/invoicing and collections across multiple business lines Handle cash management, banking, and reconciliations Oversee accounts payable, vendor compliance, and 1099 prep Track contracts, POs, and corporate governance records Run payroll (26 cycles/year), benefits administration, and 401(k) compliance Manage hiring, onboarding, and HR administration Prepare monthly financial reports (P&L, balance sheet, cash flow) Handle tax filings, multi-state compliance, and CPA coordination Maintain insurance coverage, fixed assets, and facility safety compliance Requirements: 5+ years of bookkeeping, payroll, and/or office management experience Proficiency in Excel and QuickBooks Online; payroll platform experience (Paychex preferred) Comfortable using AI tools in daily work Knowledge of multi-state business filings, 1099s, and W-2 processing Experience administering employee benefits and 401(k) plans This is a hands-on role for someone who wants real ownership of a company's day-to-day operations and finances. Back to Basics Learning Dynamics is an equal opportunity employer that is committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws. This policy applies to all employment practices within our organization, including hiring, recruiting, promotion, termination, layoff, recall, leave of absence, compensation, benefits, and training. Powered by JazzHR 5d7umkQRWv

Job Description This role is responsible for supporting clients with various tasks within the accounting, finance, or IT/ERP support functions. • Supports clients in various capacities, including staff accountant, accounting support, project support, or other assigned functions based on engagement needs, • Supports multiple client contacts at one time and assist with tracking requests, deliverables, and follow-up items, • Prepares routine and ad hoc accounting reports, schedules, and reconciliations for client use, • Participates in special projects and provides general support on client accounting and operational initiatives, • Supports month-end, quarter-end, and year-end close processes, including reconciliations, journal entries, and other close-related activities, • Assists with due diligence and audit or transaction-related requests by gathering, organizing, and analyzing financial information, • Supports financial reporting activities, including preparation of SEC reporting schedules and related documentation, • Assists with researching accounting issues and supporting implementation of new accounting guidance, including ASC 606 and ASC 842, • Provides IT/ERP support, including system testing, data validation, report generation, troubleshooting user issues, and support for system implementations or enhancements, • Other duties as required, • N/A Education • High School Diploma or GED, required, • Bachelor's Degree in Accounting or Finance, preferred Experience • One (1) or more years of experience, required, • Experience working with public, private, or private equity companies, required, • Professional services industry experience, preferred License(s)/Certification(s) • CPA, preferred Software • Proficient in Excel, Word, and Outlook, required, • Experience with ERP systems such as NetSuite, QuickBooks, Oracle, Epicor or SAP, required, • Experience with MS Excel at advanced level, preferred Other Knowledge, Skills & Abilities • Technical skills commensurate with level of experience, • Demonstrate a high level of professionalism even under pressure, • Team player and contribute knowledge as well as ask for help, • Fast learner and able to work ethically and effectively, • Strong interpersonal and oral and written communications skills with ability to effectively interact with customers at all levels of customers' and internal organization, • Continually strive to improve inter-personal, management, functional, and technical skills set, • Ability to travel minimum of 50% Individual salaries that are offered to a candidate are determined after consideration of numerous factors including but not limited to the candidate's qualifications, experience, skills, and geography. National Range: $30.00/hr - $60.00/hr Maryland Range: $30.00/hr - $60.00/hr NYC/Long Island/Westchester Range: $30.00/hr - $60.00/hr At BDO, how we show up matters. We build strong relationships by supporting one another, our clients, and our communities with care, curiosity, and a commitment to helping one another grow and succeed. Here, you'll find meaningful work, leaders invested in your success, and opportunities to build a career around what matters most to you. Our purpose is to be the people our clients count on to grow with confidence and achieve what matters most. Our values guide how we bring that purpose to life each day. Together, they shape how we work with one another, serve our clients, and create meaningful impact. BDO provides assurance, tax, and advisory services to clients across the U.S. and around the world. No matter your role, you'll be part of a team helping clients navigate complexity and move forward with clarity. We are proud to be an ESOP company, offering participants a stake in the firm's success through beneficial ownership and a unique opportunity to enhance their financial well-being. As a qualified retirement plan, the ESOP is a meaningful addition to our comprehensive compensation and Total Rewards benefits* offerings. It also reinforces an ownership mindset that strengthens our connection to one another, our clients, and the future we're building together. Learn more about our benefits: BDO Total Rewards encompass more than traditional benefits. Equal Opportunity Employer, including disability/vets *Benefits may be subject to eligibility requirements. • Job Identification 14265, • Job Category Generalist, • Posting Date 10/02/2026, 03:41 PM, • Apply Before 10/02/2027, 03:41 PM, • Job Schedule Full time, • Locations 1801 Market Street, Philadelphia, PA, 19103, US

Location: Philadelphia, PA (Hybrid) Duration: 6 Months (Possible Extension) The client is undergoing a significant HR transformation, reimagining roles, organizational structure, and service delivery to enhance efficiency, improve employee experience, and align HR resources with business priorities. The Change HR Business Partner will play a pivotal role in supporting and driving changes throughout this multi-year initiative. The Change HR Business Partner will leverage broad HR experience and a strong background in change management to partner with HR leaders and other stakeholders. This role will focus on facilitating change, supporting teams through transition, and ensuring successful adoption of new HR models, technology and processes. The successful candidate will be a proactive partner, skilled at building relationships, communicating effectively, and enabling change at all levels of the organization. Major Duties and Responsibilities • Partner with HR Transformation Leaders to support the development and execution of the HR transformation plan, focusing on change enablement and adoption., • Act as a change leader, guiding HR teams through HR technology and process changes, and providing support to ensure smooth transitions., • Collaborate with consulting resources to interpret external benchmarks and translate them into actionable change activities for Client., • Develop and implement stakeholder engagement strategies and communication plans to drive readiness and adoption of HR changes., • Work closely across HR functions to understand and manage interdependencies, especially related to Oracle HCM implementation, ServiceNow and other transformation initiatives., • Provide coaching and support to leaders and employees to build change capability and resilience. Requirements - Knowledge, Skills & Abilities • 10+ years of HR experience, ideally as an HR generalist, • Proven experience in change management with a track record of driving successful change initiatives, • Highly collaborative, with strong relationship-building and influencing skills, • Ability to plan, organize, problem solve, and drive achievement of objectives in a dynamic environment, • Strong leadership skills, with the ability to coach and support others through change, • Excellent communication skills (written and verbal), with a focus on stakeholder engagement and change enablement, • Exceptional analytical and critical thinking skills

Supporting clients with various tasks within the accounting, finance, or IT/ERP support functions. Supports clients in various capacities, including staff accountant, accounting support, project support, or other assigned functions based on engagement needs. Supports multiple client contacts at one time and assist with tracking requests, deliverables, and follow-up items. Prepares routine and ad hoc accounting reports, schedules, and reconciliations for client use. Participates in special projects and provides general support on client accounting and operational initiatives. Supports month-end, quarter-end, and year-end close processes, including reconciliations, journal entries, and other close-related activities. Assists with due diligence and audit or transaction-related requests by gathering, organizing, and analyzing financial information. Supports financial reporting activities, including preparation of SEC reporting schedules and related documentation. Assists with researching accounting issues and supporting implementation of new accounting guidance, including ASC 606 and ASC 842. Provides IT/ERP support, including system testing, data validation, report generation, troubleshooting user issues, and support for system implementations or enhancements. Other duties as required. N/A Education • High School Diploma or GED, required, • Bachelor's Degree in Accounting or Finance, preferred Experience • One (1) or more years of experience, required, • Experience working with public, private, or private equity companies, required, • Professional services industry experience, preferred License(s)/Certification(s) • CPA, preferred Software • Proficient in Excel, Word, and Outlook, required, • Experience with ERP systems such as NetSuite, QuickBooks, Oracle, Epicor or SAP, required, • Experience with MS Excel at advanced level, preferred Other Knowledge, Skills & Abilities • Technical skills commensurate with level of experience, • Demonstrate a high level of professionalism even under pressure, • Team player and contribute knowledge as well as ask for help, • Fast learner and able to work ethically and effectively, • Strong interpersonal and oral and written communications skills with ability to effectively interact with customers at all levels of customers' and internal organization, • Continually strive to improve inter-personal, management, functional, and technical skills set, • Ability to travel minimum of 50% Individual salaries that are offered to a candidate are determined after consideration of numerous factors including but not limited to the candidate's qualifications, experience, skills, and geography. National Range: $30.00/hr - $60.00/hr Maryland Range: $30.00/hr - $60.00/hr NYC/Long Island/Westchester Range: $30.00/hr - $60.00/hr At BDO, how we show up matters. We build strong relationships by supporting one another, our clients, and our communities with care, curiosity, and a commitment to helping one another grow and succeed. Here, you'll find meaningful work, leaders invested in your success, and opportunities to build a career around what matters most to you. Our purpose is to be the people our clients count on to grow with confidence and achieve what matters most. Our values guide how we bring that purpose to life each day. Together, they shape how we work with one another, serve our clients, and create meaningful impact. BDO provides assurance, tax, and advisory services to clients across the U.S. and around the world. No matter your role, you'll be part of a team helping clients navigate complexity and move forward with clarity. We are proud to be an ESOP company, offering participants a stake in the firm's success through beneficial ownership and a unique opportunity to enhance their financial well-being. As a qualified retirement plan, the ESOP is a meaningful addition to our comprehensive compensation and Total Rewards benefits* offerings. It also reinforces an ownership mindset that strengthens our connection to one another, our clients, and the future we're building together. Learn more about our benefits: BDO Total Rewards encompass more than traditional benefits. Click here to find out more ! *Benefits may be subject to eligibility requirements. Equal Opportunity Employer, including disability/vets Click here to find out more ! Job Identification 14265 Job Category Generalist Posting Date 10/02/2026, 03:41 PM Apply Before 10/02/2027, 03:41 PM Job Schedule Full time Locations 1801 Market Street, Philadelphia, PA, 19103, US

Since 1869, we've connected people through food they love. We’re proud to be stewards of amazing brands that people trust. Our portfolio includes the iconic Campbell’s brand, as well as Cape Cod, Chunky, Goldfish, Kettle Brand, Lance, Late July, Pacific Foods, Pepperidge Farm, Prego, Pace, Rao’s Homemade, Snack Factory, Snyder’s of Hanover. Swanson, and V8. Here, you will make a difference every day. You will be supported to build a rewarding career with opportunities to grow, innovate and inspire. Make history with us.Why Campbell’s…Benefits begin on day one and include medical, dental, short and long-term disability, AD&D, and life insurance (for individual, families, and domestic partners).Employees are eligible for our matching 401(k) plan and can enroll on the first day of employment with immediate vesting.Campbell’s offers unlimited sick time along with paid time off and holiday pay.If in WHQ – free access to the fitness center. Access to on-site day care (operated by Bright Horizons) and company store.Giving back to the communities where our employees work and live is very important to Campbell’s. Our “Campbell’s Cares” program matches employee donations and/or volunteer activity up to $1,500 annually.Campbell’s has a variety of Employee Resource Groups (ERGs) to support employees.Job DescriptionHow You Will Make History Here…The Senior HR Business Partner serves as a trusted advisor to the Chief Transformation Officer’s leadership team, partnering closely with business leaders to drive organizational effectiveness, talent strategy, leadership development, employee engagement, and workforce planning while supporting the execution of Campbell's transformation agenda.As both a strategic HR partner and hands-on practitioner, this role leads key people initiatives and influences outcomes through collaboration with Centers of Excellence including Talent, Total Rewards, Employee Relations, Learning, Talent Acquisition, and Change Management. This role plays a critical part in enabling enterprise transformation by supporting the Transformation Office, standing up new ways of working, advancing enterprise culture initiatives, and helping drive adoption of major programs such as NextGen IBP.This is a hybrid role based in Camden, NJ.What You Will Do…Serve as the primary HR advisor to Transformation Office and IT leaders, aligning people strategies with business priorities.Act as a coach and partner to leaders, advising on organizational implications of functional and business decisions and strategy.Partner with leaders to build high-performing teams and drive accountability, engagement, and results.Provide insight and guidance on organizational design, workforce planning, and operating model effectiveness.Lead talent reviews, succession planning, performance management, and leadership development processes.Develop retention and engagement strategies for critical talent and key roles.Partner with leaders to identify organizational capability needs and build future-ready talent plans.Provide guidance and support on employee relations matters, conflict resolution, and risk mitigation.Coach leaders on performance improvement, difficult conversations, and team dynamics.Ensure consistent application of HR policies and employment practices.Facilitate leadership team effectiveness, team assimilations, and organizational health interventions.Support leaders through periods of growth, transformation, and organizational change.Drive initiatives that strengthen collaboration, accountability, and adoption of new ways of working.Partner with direct manager and Transformation Office leaders to stand up and mature the Transformation Office operating model.Support enterprise culture and performance culture initiatives that reinforce Campbell's strategic priorities.Partner with Change Management, PMO, and business teams to drive adoption and organizational readiness for transformational programs, including NextGen IBP and digital initiatives.Champion change and help leaders navigate organizational impacts resulting from transformation efforts.Who You Will Work With…Partner closely with the Chief Transformation Officer’s leadership team, Transformation Office leaders, and IT leaders.Collaborate with Centers of Excellence and HR resources to deliver integrated people solutions.Lead through influence in a matrixed environment, ensuring alignment across HR and business stakeholders.Translate business strategy into practical people priorities and execution plans.Work cross-functionally with Change Management, PMO, and business teams to support adoption and organizational readiness for key transformation programs.What You Bring to the Table… (Must Have)BS in Human Resources or related field.8+ years of relevant HR experience, preferably as a business partner or talent partner.Experience in a generalist HR capacity.Strong HR functional skills across both transactional and strategic areas, including change management, organization development, organization design, and resource allocation.Experience developing and implementing high-impact programs that support business objectives.Sound influence skills, judgment, and ability to effectively communicate and interact with all levels of employees, from senior executives to frontline employees.Demonstrated skill in organizational design, organizational effectiveness, change management, and talent management.Ability to effectively coach leaders on performance and development areas.Ability to navigate and lead through change in a dynamic environment with frequent transitions.Ability to make hard decisions and navigate challenging situations.It Would be Great if You Have… (Nice to Have)Experience working with teams focused on organizational effectiveness and change management.Knowledge of the industry and experience supporting cross-functional or matrixed organizations while working with top management.Demonstrated leadership in developing and driving business partnerships.Bias for action to drive individual development planning and performance management.Strong leadership presence and communication skills.Adaptability to work in an environment with constantly shifting and sometimes conflicting priorities.Ability to multitask and manage multiple projects.Highly developed influencing and collaboration-building skills, with the vision, sound judgment, and political savvy to negotiate agreements among occasionally competing interests while enhancing the common good.Ability to creatively solve complex organizational challenges.Ability to work cross-functionally with all levels of employees and management.Strong knowledge of HR policies and practices, compensation and benefits, organizational change, and effectiveness.Compensation and Benefits:The target base salary range for this full-time, salaried position is between $139,800-$192,200Individual base pay depends on work location and additional factors such as experience, job-related skills, and relevant education or training. Total pay may include other forms of compensation. In addition, we offer competitive health, dental, 401k and wellness benefits beginning on the first day of employment. Please ask your Talent Acquisition Partner for more information about our total rewards package.The Company is committed to providing equal opportunity for employees and qualified applicants in all aspects of the employment relationship, including consideration for employment, without regard to race, color, sex, sexual orientation, gender identity, national origin, citizenship, marital status, protected veteran status, disability, age, religion, or any other classification protected by law.SummaryLocation: USA - NJ - CamdenType: Full time

HR Business Partner - US Commercial An outstanding opportunity is available for a talented individual to join the US Commercial HR team in the capacity of HR Business Partner. The role will be working as a key member of leadership teams and hold accountability for leading the design and delivery of the HR strategy for aligned business areas.In this role you willpartner with US Commercial functional lines to effectively execute the people plan in multiple areas:AI/Digital Enablement Use HR systems and tools to identify challenges and opportunities, generate insights, and create compelling narratives that influence decisions, guide action, and measure impact.Use AI to improve efficiency and effectiveness on how work gets done across the HR team and business you are aligned to.Scale AI/digital/tech best practices to improve the capabilities of everyone around youLeading and Delivering Change:Understand current and future needs of the business. Use data and systemic thinking to help diagnose key opportunities for change. Formulate integrated solutions designed to drive employee engagement desired business outcomes. Lead and drive the delivery of diverse change projects (i.e., complex change projects, workforce restructuring, etc.) in support of the business’s strategic agenda.Champion and influence senior leaders to effectively lead through change.Business Acumen:Apply knowledge and insights on the business environment in the context of HR activity to improve business performance.Leverage understanding of the bottom-line impact of HR initiatives to prioritize on the basis of strategic impact, cost, risk, and short vs. long term trade-offs.Identify issues and opportunities for business improvements in a people context.Culture Development:Coach and influence leaders to execute engagement strategies tied to business and cultural priorities. Develop leaders’ capability to understand how they impact and shift the culture. Coach and support leaders to create a diverse and inclusive environment and high performing teams.Collaborate with leaders to increase employee wellbeingOrganisational Design and Development:Partner with the business to identify opportunities within their lines to improve organization effectiveness.Use data and analytics to understand the business, identify opportunities for improvement, assess potential solutions and monitor achievement of benefits. Workforce and Strategic Capability Planning:Apply business insight to diagnose present and future capability gaps. Support the implementation of optimal workforce plans focused on key strategic capabilities required to drive the business. Succession planning, Talent Management and Performance: Execute talent strategies focused on attracting, developing and retaining a strong, diverse talent pipeline. Coach and challenge Sr. leaders to embed effective talent management. Improve leaders’ ability to develop employees, have difficult conversations and manage performance.HR Governance and Risk Management: Apply knowledge of operating principles and policies to HR activity to ensure risks are mitigated. Escalate matters appropriately and partner with the Employee Response Center to resolve high risk issues and implement strategies to reduce such issues. Support the business in negotiations and discussions with Labor Unions and Works Councils.Work in close collaboration with the industrial relations teams to maintain social climateReward and Retention Strategy:Coach and influence senior leaders to differentiate and reward individuals commensurate with their value and contributions to the business, supporting a pay for performance culture.In partnership with Reward experts, apply business acumen and sound judgement within the context of GSK reward strategy to develop and execute plans which enable the delivery of business priorities. Ensure compensation strategies support the attraction and retention of a high performing, diverse workforce that enables the business’ broader workforce plan.Why you? Basic Qualifications:University Degree (Human Resources, Business or related field)HR generalist experience7+ years of HR Business Partnering experienceExperience delivering interventions across a range of HR activities including leadership development, talent management, executive coaching, building high performing teams, capability builds and performance management.Experience leveraging data and analytics to draw insights and recommend actions.Experience influencing and stakeholder management skills.Decision making based upon sound flexible thinking and calculated risk.Project management skills and passion for continuous improvementExperience successfully delivering against demanding projects or initiatives within timeline and budget, with high quality demonstrated impact.Experience working in a highly matrixed organization, leveraging influence within a complex network of stakeholders.Demonstrated learning agility and organizational skills, with the ability to deal with complexity in a fast-paced working environment.Preferred Qualifications:Ability to influence, challenge and coach at senior leadership level.Demonstrated ability to communicate vision, strategy and direction, in an inspiring and credible manner.Experience delivering complex organizational changes including global restructuring.Desire for excellence, striving for constant improvement and increased performance, with a proven track record of successful business impact.Strong decision making based upon sound flexible thinking and calculated risk.#LI-GSKSkillsBusiness Acumen, Cultural Change Management, Data Analysis, Digital Fluency, Leadership Training and Development, Organizational Development (OD), Risk Management, Stakeholder Management, Strategic Resource Planning, Talent ManagementPlease visit GSK US Benefits Summary to learn more about the comprehensive benefits program GSK offers US employees. Why GSK?Uniting science, technology and talent to get ahead of disease together.GSK is a global biopharma company with a purpose to unite science, technology and talent to get ahead of disease together. We aim to positively impact the health of 2.5 billion people by the end of the decade, as a successful, growing company where people can thrive. We get ahead of disease by preventing and treating it with innovation in specialty medicines and vaccines. We focus on four therapeutic areas: respiratory, immunology and inflammation; oncology; HIV; and infectious diseases – to impact health at scale.People and patients around the world count on the medicines and vaccines we make, so we’re committed to creating an environment where our people can thrive and focus on what matters most. Our culture of being ambitious for patients, accountable for impact and doing the right thing is the foundation for how, together, we deliver for patients, shareholders and our people.If you require an accommodation or other assistance to apply for a job at GSK, please contact the appropriate Recruitment Staff by emailing us at - usrecruitment.adjustments@gsk.comGSK is an Equal Opportunity Employer. This ensures that all qualified applicants will receive equal consideration for employment without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), military service or any basis prohibited under federal, state or local law.Important notice to Employment businesses/ AgenciesGSK does not accept referrals from employment businesses and/or employment agencies in respect of the vacancies posted on this site. All employment businesses/agencies are required to contact GSK's commercial and general procurement/human resources department to obtain prior written authorization before referring any candidates to GSK. The obtaining of prior written authorization is a condition precedent to any agreement (verbal or written) between the employment business/ agency and GSK. In the absence of such written authorization being obtained any actions undertaken by the employment business/agency shall be deemed to have been performed without the consent or contractual agreement of GSK. GSK shall therefore not be liable for any fees arising from such actions or any fees arising from any referrals by employment businesses/agencies in respect of the vacancies posted on this site.Please note that if you are a US Licensed Healthcare Professional or Healthcare Professional as defined by the laws of the state issuing your license, GSK may be required to capture and report expenses GSK incurs, on your behalf, in the event you are afforded an interview for employment. This capture of applicable transfers of value is necessary to ensure GSK’s compliance to all federal and state US Transparency requirements. For more information, please visit the Centers for Medicare and Medicaid Services (CMS) website at SummaryLocation: Durham Blackwell Street; Philadelphia Walnut StreetType: Full time

Location: Philadelphia, PA (Hybrid) Duration: 6 Months (Possible Extension) The client is undergoing a significant HR transformation, reimagining roles, organizational structure, and service delivery to enhance efficiency, improve employee experience, and align HR resources with business priorities. The Change HR Business Partner will play a pivotal role in supporting and driving changes throughout this multi-year initiative. The Change HR Business Partner will leverage broad HR experience and a strong background in change management to partner with HR leaders and other stakeholders. This role will focus on facilitating change, supporting teams through transition, and ensuring successful adoption of new HR models, technology and processes. The successful candidate will be a proactive partner, skilled at building relationships, communicating effectively, and enabling change at all levels of the organization. Major Duties and Responsibilities: • Partner with HR Transformation Leaders to support the development and execution of the HR transformation plan, focusing on change enablement and adoption., • Act as a change leader, guiding HR teams through HR technology and process changes, and providing support to ensure smooth transitions., • Collaborate with consulting resources to interpret external benchmarks and translate them into actionable change activities for Client., • Develop and implement stakeholder engagement strategies and communication plans to drive readiness and adoption of HR changes., • Work closely across HR functions to understand and manage interdependencies, especially related to Oracle HCM implementation, ServiceNow and other transformation initiatives., • Provide coaching and support to leaders and employees to build change capability and resilience. Requirements - Knowledge, Skills & Abilities: • 10+ years of HR experience, ideally as an HR generalist, • Proven experience in change management with a track record of driving successful change initiatives, • Highly collaborative, with strong relationship-building and influencing skills, • Ability to plan, organize, problem solve, and drive achievement of objectives in a dynamic environment, • Strong leadership skills, with the ability to coach and support others through change, • Excellent communication skills (written and verbal), with a focus on stakeholder engagement and change enablement, • Exceptional analytical and critical thinking skills

At OneDigital, an HR Generalist is a developing HR professional who manages HR programs and projects partnering with our internal team and clients to advance their business objectives. While remaining objective and independent, HR Generalists conduct research to solve issues, provide recommendations, identify workflows and processes, and support the overall HR team to achieve the client's results. Responsibilities include executing and optimizing day-to-day HR processes, processing full cycle payroll, implementing strategic and tactical HR plans and processes, while ensuring efficient management of our client's resources. This position is hybrid and may require local onsite travel to client locations. Essential duties and responsibilities: General HR Duties: • Support HR Consultant and clients on all tactical HR matters, including federal, multi-state and local compliance, the interpretation of policy and procedures, HR program audits, unemployment and Workers Compensation administration, performance management, hiring and dismissal protocols and support, compensation, labor management, and employee training and development., • Responsible for independently managing multi-state payroll and related activities including computation of wage and overtime payments, calculating and recording payroll deductions, paycheck advances, bonus runs, commissions, fringe benefit reporting, separation payments, regular payroll audits, and serving as client representative with various state agencies including setting up of new states and local tax jurisdictions as needed., • Works on system conversions and implementations related to payroll and time and attendance., • Performs benefits administration to include enrollments, terminations, COBRA administration, open enrollment, and monthly invoice reconciliation., • Provide effective remote and on-site consultative support as required to build a strong working alliance with current and prospective OneDigital clients., • Conduct HR research and assist OneDigital team members and clients in developing, implementing, and executing HR policies, procedures, programs, trainings, documents, spreadsheets, client reports, surveys, assessments, recruitment-related activities, and other HR services as requested., • Track, process, and facilitate communications for client employee leaves of absence and other workflows to optimize Client's HR Function., • Ensure accurate file maintenance of all documents and data in shared drives., • Proactively seek ongoing knowledge and expertise in the HR environment as well as general business trends and practices; share expertise with others. Client Relationship and Account Management: • Collaborate with HR Consultant on client action plans, consult with, and provide information to contributing team members on a timely basis to meet client deadlines efficiently., • Develop and maintain relationships with assigned clients' management team and employees as directed., • Identify opportunities to introduction solutions from OneDigital's broad team of colleagues. Project Management: • Prioritize and manage time optimally in accordance with client's service plan., • Manage workload and ever-changing priorities to ensure all deliverables are of top quality and met on a timely basis., • Ensure accurate time tracking and descriptions of all client work performed., • Make recommendations to HR Consultants regarding assignment of work., • Pre-plan and communicate anticipated overages and coordinate with consultants or clients as appropriate and in writing prior to incurrence. Other Key Functions: • Intentionally model behavioral competencies and OneDigital values, demonstrating what expected performance looks like of HRC team members., • Follow and help improve standard operating procedures, tools, templates, and analytics to ensure consistent, efficient, and excellent client service for support across the HRC team., • Plan, coordinate, and execute on the weekly internal Development Calls that serve as team professional development and team building., • Support OneDigital business development efforts with HR expertise as requested. Proactively learn and promote OneDigital services., • Actively participate in OneDigital culture initiatives and meetings through attendance and by providing ideas, expertise, and open communication., • Perform other duties as needed. Behavioral Competency Requirements: • Communication - clear, open, and honest communication; developing proficiency to facilitate difficult conversations, internally and externally, in a manner that leads to productive working relationships and actionable positive outcomes for all parties., • Client chameleon the ability to work proactively and productively with clients and a dispersed team with varying personalities, working styles, demands, and ways in which they receive and respond to information., • Interpersonal Effectiveness willingness to actively listen and ask questions. Offer options, opinions, and direction. Come from a place of empathy and connect authentically with others. Adapts perspective as new information is presented., • Innovation demonstrates creativity and alternative thinking to develop new ideas for and answers to work-related challenges. Has the ability to work collaboratively in any environment, in person and remote, across clients and the organization. Has excellent problem-solving skills and an openness to different approaches to solving challenges., • Account Management models timely, proactive, relationally focused engagement with clients ensuring all parties understand the work to be performed, completion timeframes, budget constraints and quality standards., • Coaching and Teamwork consistent modeling of behavioral competency requirements and service delivery practices that promote sharing, skill building and actioning of positive behavioral competencies within the team and for clients. Demonstrates a deep level of care for colleague and client relationships., • Efficiency & Effectiveness produces solid work product and task outputs in a timely manner and with consistent quality in the desired results. Focuses on ways to streamline processes and work to provide desired results with minimal resource consumption., • Time management the ability to manage assigned work in a manner that provides the space and time required to complete and balance responsibilities effectively. Demonstrated ability to support and manage the work and several client relationships at any given time, providing strong HR counsel and work product., • Customer service brings a consistently positive attitude to the team and the work with a client-centric focus to creative problem-solving, collaboration, option generation and decision-making. Adaptability to new ideas and information. Works with an appropriate sense of urgency, responsiveness, and pro-action., • Initiative proactively creates solutions for client business needs and challenges. Recognizes team and individual performance in a way that is meaningful for them. Drives continued positive progress in the face of obstacles. Other Qualifications, Skills, and Requirements: • Ability to travel locally as required to support clients and OneDigital., • A proactive track record of managing client requests and a passion for advising on all aspects of HR., • Ability to act with integrity, professionalism, and confidentiality., • Excellent organizational skills and attention to detail., • Strong oral, written, and verbal communication skills., • Curiosity, an engaging style, and an urge to seek out creative solutions., • Strong analytical and problem-solving skills., • Self-management of own time, awareness of client time, utilization of hours. Resourcefulness and the ability to work with limited supervision in meeting deadlines., • Active networking and upkeep on HR trends and research to provide new ideas to the team., • Active development of social science knowledge that lends to understanding clients and employees. Education, Training & Experience: • 4-6 years of related or equivalent human resources experience; Bachelor's degree in Human Resources or Business Administration preferred., • Experience processing full cycle multistate payroll is preferred., • SHRM-CP and/or HRCI-PHR certifications are highly desirable., • Solid foundation of HR knowledge particularly, understanding of federal, state and local employment laws, regulations, and practices; multistate is ideal; as well as a keen ability to serve as a business partner., • Familiarity with general business management functions. Demonstrates ability to work cross-functionally within an organization., • Demonstrates proficiency in project management skills and the ability to manage the moving parts and priorities of multiple clients and projects simultaneously., • Advanced skills in Microsoft Office applications, HRIS systems and video conferencing technology, specifically Zoom and Microsoft Teams, are required. Experience with processing payroll in multiple systems is preferred. Demonstrated ability to learn new technology systems. The typical base pay range for this role nationwide is $65,000 to $75,000 per year. Your base pay is dependent upon your skills, education, qualifications, professional experience, and location. In addition to base pay, some roles are eligible for variable compensation, commission, and/or annual bonus based on your individual performance and/or the company's performance. We also offer eligible employees health, wellbeing, retirement, and other financial benefits, paid time off, overtime pay for non-exempt employees, and robust learning and development programs. You will receive reimbursement of job-related expenses per the company

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This role owns employee relations, policy execution, and HR partnership across a growing footprint of locations. Experience using HRIS system a plus. Job Description: We are looking for an HR Generalist to support our rapid multi-market expansion from NYC into Philadelphia and beyond.

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This newly created position will be responsible for managing the day-to-day Human Resources needs of the company, including recruitment, employee relations, performance management, benefits administration, and compliance with employment laws and regulations.The HR Generalist will work closely with s

The HR Generalist & Administrative Operations Coordinator supports the Division of Business Services (BSD) by providing comprehensive HR generalist support and overseeing key divisional HR programs and central administrative operations. Reporting to the Executive Director of Business Services, this