Human resources generalist jobs in North Bergen, New JerseyCreate job alerts

\n \n \n \n Looking to step into a visible HR role where you can influence culture, support leadership, and drive employee experience across a growing media organization? This is an opportunity to join a fast-paced team where your contributions will have a direct impact on people, processes, and organizational success\n \n Senior HR Generalist\n \n Salary: $80,000 - $95,000\n \n Location: Fully onsite in Midtown Manhattan\n Why This Opportunity Stands Out:\n \n • Join a rapidly growing media organization with strong momentum and visibility. \n \n • Partner directly with leadership and serve as a trusted HR advisor across the business. \n \n • Gain broad exposure across employee relations, talent acquisition, payroll, training, compliance, and benefits. \n \n • Play a key role in shaping and enhancing company culture within a dynamic environment. \n \n • Influence HR strategy through reporting, analytics, and data-driven decision making. \n \n • Work with modern HR technology and systems while helping improve the employee experience. \n \n • Access professional development and ongoing training opportunities. \n \n • Receive a comprehensive benefits package including health coverage, PTO, holidays, and 401(k) match. \n \n • Join a collaborative team where HR is viewed as a strategic business partner.\n Key Responsibilities for the Senior HR Generalist:\n \n • Manage employee relations matters and advise managers on HR best practices. \n \n • Support full-cycle recruiting and hiring initiatives. \n \n • Coordinate onboarding and new hire orientation programs. \n \n • Assist with bi-weekly payroll processing and HR administration. \n \n • Support training, development, compensation, and benefits programs. \n \n • Ensure HR compliance, maintain employee records, and analyze HR metrics.\n Qualifications for the Senior HR Generalist:\n \n • Bachelor’s degree in Human Resources or related field preferred. \n \n • 4+ years of progressive Human Resources experience. \n \n • Strong knowledge of employment laws, regulations, and HR best practices. \n \n • Experience with UKG/UltiPro or other HRIS platforms preferred. \n \n • Experience supporting payroll, employee relations, recruiting, and compliance initiatives. \n \n • Ability to work onsite five days per week in New York City\n \n

The Human Resources Generalist will support daily HR operations, including onboarding, employee relations, compliance, recordkeeping, benefits administration, and manager support. This individual will serve as the primary HR contact during the leave period, ensuring consistent execution of company p

Human Resources Coordinator (Bilingual) We are seeking a highly organized and personable Human Resources Coordinator to join our team. While experience in logistics is a plus, candidates from diverse industries are encouraged to apply. A strong focus on onboarding is essential, as this role involves ensuring new hires are smoothly integrated into our company culture. Key Responsibilities: Facilitate the hiring process by collaborating with departmental managers across various functions to identify skills and competencies needed for open positions. Lead onboarding for all new hires, including warehouse employees and drivers, which encompasses completing new hire/re-hire paperwork, I-9 verification, and WOTC compliance. Complete and maintain accurate I-9 documentation and files. Conduct engaging new hire orientations in both English and Spanish. Answer routine questions from applicants regarding employment procedures. Maintain employee records accurately and securely. Assist with processing termination paperwork as needed. Promote and reinforce company culture, core values, and policies. Provide excellent customer service by addressing employee requests and inquiries. Support employment-related questions from applicants, employees, and supervisors, escalating sensitive or complex issues to appropriate staff. Clarify HR policies and assist with basic benefits inquiries. Help coordinate and support annual open enrollment processes. Organize and participate in all employee-related events. Perform other administrative and clerical duties to support the Human Resources Department as required. Qualifications: Bachelor’s degree in Human Resources, Business, or a related field, or equivalent experience. Minimum of 2+ years of Human Resources experience in a fast-paced environment—experience outside of logistics is highly valued. Proven expertise in onboarding processes. Proficiency in MS Office (Outlook, Word, PowerPoint, Excel). Strong understanding of HR principles, practices, and employment laws. Excellent time management skills with the ability to meet deadlines. Ability to thrive in a high-pressure and dynamic environment. Exceptional interpersonal skills, capable of interacting effectively with employees at all levels. Discretion and confidentiality in handling sensitive information. Strong written and verbal communication skills in English and Spanish. Ability to work independently, anticipate needs, and manage multiple priorities efficiently. Customer service-oriented mindset with a professional demeanor under pressure.

Reports To: Director of Human Resources Location: Englewood, NJ Employment: Full-Time | Hybrid (3-4 days per week in office based on business needs) About Europerfumes Europerfumes is the leading U.S. distributor of luxury, niche, and artisanal fragrance and beauty brands. For over 30 years, we have partnered with some of the world's most coveted brands to bring exceptional products and experiences to consumers across the United States. At Europerfumes, we believe our people are our greatest asset. We are passionate about building an exceptional employee experience and fostering a culture rooted in collaboration, accountability, innovation, and service excellence. Position Summary We are seeking a dynamic, highly organized, and people-focused Human Resources Business Partner (HRBP) to join our growing team. This role serves as the face of talent acquisition and employee experience for the organization. The Human Resources Business Partner will own the full recruitment lifecycle, lead onboarding initiatives, refine and enhance the new hire experience, and drive employee engagement and cultural development efforts across the business. The Human Resources Business Partner serves as a key member of the HR team, responsible for executing and operationalizing talent and people initiatives across the organization. This role partners closely with HR leadership to implement programs, processes, and strategies that support business objectives and enhance the employee experience. The ideal candidate is a highly collaborative, execution-oriented HR professional who thrives in a fast-paced environment and takes pride in delivering results. This individual will bring ideas, identify opportunities for improvement, and ensure consistent execution of HR initiatives while maintaining a strong focus on operational excellence, employee experience, and organizational effectiveness. Key Responsibilities Talent Acquisition & Recruitment • Lead full-cycle recruitment for exempt and non-exempt positions across multiple departments., • Serve as the organization's talent acquisition expert, identifying, attracting, and securing top talent across all areas of the business., • Partner closely with hiring leaders to understand business needs and define the technical competencies, behaviors, and attributes required for success in each role., • Assess candidates for both technical qualifications and cultural alignment to ensure the right person is placed in the right role., • Utilize behavioral interviewing and assessment techniques to evaluate candidate capabilities, potential, and organizational fit., • Develop and execute creative sourcing strategies to build diverse, high-quality talent pipelines for current and future business needs., • Demonstrated experience utilizing LinkedIn Recruiter, Indeed, and other sourcing platforms to identify and attract top talent., • Experience partnering effectively with external recruiting agencies and search firms to support hiring needs., • Deliver a best-in-class, white-glove candidate and hiring manager experience that reflects Europerfumes' luxury brand standards and commitment to exceptional service., • Ensure all candidate, hiring leader, and employee interactions are handled with professionalism, hospitality, responsiveness, and attention to detail., • Recognize that the talent acquisition process is often a candidate's first introduction to the Europerfumes brand and ensure every interaction reflects the organization's luxury standards and values., • Track recruiting metrics and continuously identify opportunities to improve hiring effectiveness and efficiency. Onboarding, Culture & Employee Experience • Own and continuously refine the onboarding process to create a seamless and engaging new hire experience., • Conduct new hire orientation and ensure all onboarding activities are completed accurately and timely., • Partner with leaders to ensure successful employee integration and retention., • Develop and execute employee engagement initiatives designed to strengthen culture and improve retention., • Administer employee surveys, analyze results, and recommend action plans based on employee feedback., • Coordinate employee recognition programs, engagement activities, wellness initiatives, and company events. Training, Development & Learning Compliance • Identify organizational training needs and coordinate learning and development initiatives., • Facilitate or support leadership development, manager training, compliance training, and other employee development programs., • Partner with leaders to identify talent gaps and support employee growth and succession planning initiatives., • Collaborate with the HR Generalist to ensure all required compliance, safety, and workplace training is appropriately assigned, deployed, and completed based on state requirements, job responsibilities, and business needs., • Identify, implement, and maintain role-specific and state-specific learning and development requirements within the organization's Learning Management System (LMS). HR Metrics & Analytics • Analyze, prepare and utilize key HR metrics, including turnover, time-to-fill, retention, employee engagement, and other people analytics to identify trends and provide recommendations. Human Resources Business Partnership & Operations • Assist the HR Director in the implementation and execution of HR process improvements, modernization initiatives, and workforce development programs., • Serve as a HR resource for employees and managers regarding HR policies, procedures, and employee relations matters, assisting with HR reporting and various HR projects as needed., • Support the rollout and adoption of new HR programs, systems, policies, and processes across the organization., • Identify opportunities for process improvement and recommend enhancements to support a scalable and efficient HR function. Compliance & Risk Management • Partner closely with the HR Generalist to ensure compliance with all federal, state, and local employment laws and regulations across the organization., • Oversee compliance initiatives across a multi-state, multi-unit workforce, ensuring consistent application of policies, practices, and required training programs across all locations., • Support audits, handbook updates, policy development, and implementation., • Partner with HR leadership to continuously evaluate and enhance compliance programs, training initiatives, and risk mitigation strategies. Qualifications: Required • Bachelor's degree in Human Resources, Business Administration, or related field preferred., • 3-5 years of progressive Human Resources experience, including significant full-cycle recruiting and talent acquisition experience., • Demonstrated experience utilizing LinkedIn Recruiter, Indeed, and other sourcing platforms to identify and attract top talent., • Experience partnering effectively with external recruiting agencies and search firms to support hiring needs., • Strong knowledge of federal and state employment laws and HR best practices., • Exceptional interpersonal, communication, and relationship-building skills., • Strong organizational skills with the ability to manage multiple priorities in a fast-paced environment., • Exceptional attention to detail and commitment to accuracy., • Ability to exercise sound judgment and maintain strict confidentiality. Preferred • Experience with Paychex HRIS and payroll systems strongly preferred., • Experience supporting both corporate and warehouse/distribution teams preferred., • Experience supporting a multi-state and multi-unit workforce strongly preferred. What You'll Bring • Exceptional attention to detail and commitment to delivering a high-quality, white-glove employee and candidate experience., • A hospitality-driven mindset with a passion for creating thoughtful, elevated experiences throughout the employee lifecycle., • Proven ability to identify both technical capability and cultural alignment to ensure the right person is placed in the right role., • A strong understanding that the talent acquisition process is often a candidate's first introduction to the Europerfumes brand and culture., • Exceptional organizational, prioritization, and time management skills, with the ability to effectively manage multiple competing priorities in a fast-paced environment., • A highly resourceful, proactive, and solutions-oriented approach with the ability to anticipate needs, remove obstacles, and independently drive workto completion., • Strong follow-through, accountability, and commitment to operational excellence., • Ability to thrive in a fast-paced, dynamic, and evolving environment., • Outstanding interpersonal, communication, and relationship-building skills., • A strong sense of ownership and urgency, balanced with sound judgment and discretion. Compensation: The anticipated base salary range for this position is $90,000 - $120,000 annually, plus bonus opportunities. Actual compensation offered will be determined based on a variety of factors, including but not limited to relevant experience, skills, education, certifications, internal equity, and business needs. Benefits Europerfumes offers a comprehensive and competitive benefits package, including: • Medical, Dental, and Vision Insurance, • 401(k) Plan, • Paid Time Off (PTO), • Paid Sick Time, • Company Holidays, • Summer Fridays, • Winter Holiday Office Closure, • Employee Product Discounts, • Opportunities for professional growth and development Europerfumes is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

Position: Vice President, Human Resources Location: New York, NY (Hybrid) Salary: $140K – $175K + Bonus Stable European Bank seeks a VP of Human Resources to join their Team!! Responsibilities • Oversee and integrate HR functions including payroll processing and reconciliation, benefits, recruiting and employee relations, including coordinating with external vendors and internal stakeholders as applicable., • Administer and evaluate employee benefits programs and ensure regulatory compliance., • Support preparation and monitoring of personnel budgets and workforce planning., • Support various work visa applications., • Manage employee relations matters, including investigations, accommodation requests, etc. and related documentation., • Coordinate and perform full-cycle recruiting and onboarding processes., • Ensure HR policies and practices meet regulatory, legal, audit and governance standards., • Analyze and improve HR workflows, policies, and systems. Qualifications • 7–10 years of progressive HR generalist experience., • Bachelor’s degree required; HR certification preferred., • Masters or MBA is preferred, • SAP Experience desired, • Experience with HRIS, payroll systems, immigration visas, and compliance reporting., • Experience in banking or another highly regulated, international financial services environment, • German language ability is a plus., • Strong legal, regulatory, compliance awareness and knowledge for HR topics., • Impeccable written and verbal communication skills.

We are seeking a skilled and experienced Talent Acquisition Manager to join the Human Resources Department. This position offers high visibility within senior levels of the organization; partnering with business leaders to understand business needs and recruiting top talent into the organization. Responsibilities: Partner with senior managers to develop and implement recruiting strategies Extend and negotiate offers with candidates. Develop and manage relationships with existing and passive candidates. Ensure that legal hiring procedures and policies are maintained. Responsible for the on-boarding of new employees. Transactional activities: scheduling interviews, candidate entry into the onboarding system, background check requests, offer letters, communications, etc. Proactively source talent via our database, social media, networking and referrals, etc. Screen and interview qualified candidates, presenting top talent to Hiring Managers and ultimately advancing them through the process. Advise hiring managers on compensation recommendation. Develop talent and speak with leadership on strategies for talent retention. Requirements: The ideal candidate will have a minimum of 8+ years of recruiting experience. Bachelor’s degree in Human Resources, Business Administration, or a related field. Experience recruiting for high-volume blue-collar roles in addition to executive level roles; strong understanding of compensation plans including knowledge of equity plans and the mechanics of how they work. Experience with some HR Generalist responsibilities including; talent development, HRIS, and employee relations are a plus. Experience building internship recruitment programs from scratch. Strong communication skills. Ability to work independently and thrive in a high volume, fast-paced environment. Proactive/forward thinking, sound judgment in decision making.

Director of Human Resources | Global Entertainment Platform | Manhattan, NY Our client is a globally recognized entertainment platform operating at the intersection of music, sports, and brand partnerships. With a strong creative identity and a standalone operating model, the business supports artists, talent, and executives across multiple high-profile verticals in a fast-paced, personality-driven environment. They are hiring a Director of Human Resources to lead the people function end-to-end for the organization. The Role Reporting directly to the CFO, the HR Director will serve as both the strategic people leader and a hands-on operator. This role owns the full HR agenda — from executive partnership and culture to benefits, employee relations, and HR operations. This is not a purely strategic role: you will be deeply involved in day-to-day execution while shaping long-term people strategy for a high-visibility, creative business. Who They’re Looking For This role is ideal for a true HR generalist who has already led the HR function for a standalone business or SME, or for a hands-on leader from a larger organization who enjoys building, improving, and owning processes. Entertainment experience is not required, but comfort navigating big personalities, senior leadership, and a creative culture is essential. Responsibilities Strategic & Business Partnership • Partner with executive leadership to align HR strategy with business goals, • Drive organizational initiatives such as headcount planning, benchmarking, and job leveling, • Improve and scale HR processes while maintaining agility Compensation, Benefits & HR Operations • Oversee compensation frameworks, incentive plans, and benefits programs, • Lead annual benefits renewal and open enrollment processes, • Manage HRIS and payroll systems (Workday & ADP) Employee Relations & Culture • Act as escalation point for employee relations matters and investigations, • Foster an inclusive, high-performance workplace culture Talent & Development • Oversee recruiting across corporate functions, • Develop performance management, career development, and succession planning Compliance & Risk • Ensure compliance with federal, state, and local labor laws, • Advise leadership on HR risk, policy, and ethical considerations Team Leadership • Lead and develop a lean HR team (2 direct reports), • Set priorities, structure, and operating rhythm Key requirements: • Proven experience as an HR Generalist who has led the full HR function, not just a single vertical, • Hands-on experience managing benefits renewals, including broker and insurer relationships, • 10+ years of progressive HR experience, including 5+ years managing a team, • Comfortable operating alongside executive leadership and strong personalities within a creative business environment Why This Role? This is a high-impact HR leadership role in a globally visible, creative organization. You will not simply administer HR — you will shape the people strategy, influence leadership decisions, and bring structure without bureaucracy. Perfect for someone who thrives as the senior HR voice in the room and enjoys balancing strategy with execution in a dynamic environment. $160,000–$170,000 base + discretionary bonus

TITLE: Global People Partner DEPARTMENT: Human Resources REPORTING TO: Chief People Officer OFFICE LOCATION: New York ROLE TYPE: Hybrid, Temporary-Contract, Full-time IPC is a global fintech company that puts people at the center of innovation. With a strong global footprint, we empower financial institutions and capital markets with advanced cloud-based trading communications and managed connectivity solutions. Through our portfolio of communications and connectivity solutions, we focus on solving business challenges and adapting to regulatory changes in the fast-paced global financial markets. This enables our clients to maintain consistent market access, a strong competitive advantage, and enhanced operational efficiency. Join a team that is dedicated to delivering groundbreaking products and making a significant impact on our clients' success. _ Overview of the Team IPC’s Global People function is a progressive and dynamic group of professionals who is rapidly transforming and enhancing the impact of the People function at IPC. Reporting to IPC’s Chief People Officer, you will partner closely with the Regional People Partners. There will also be an opportunity to interact not only within the US but across all of IPC’s locations globally. Role Overview As a Global People Partner at IPC, you will support the delivery of people priorities across designated business areas, partnering with managers and employees to provide practical HR guidance, strengthen employee experience, and help implement global People programmes. This role is a 12-month maternity cover. The role is suited to an HR Business/People Partner who can balance strategic partnership with operational execution, acting as a trusted advisor to Executive and CEO-2 leaders. Through strong commercial acumen, workforce insights and thoughtful challenge, you will influence talent, organisation design, workforce planning and leadership decisions that enable the successful delivery of IPC's business strategy. Key Responsibilities • Business Partnering: Act as a trusted advisor to Executive and CEO-2 leaders, influencing business decisions through a people lens. Partner with stakeholders to shape organisation structures, workforce strategies, succession plans and leadership effectiveness initiatives that drive business performance and long-term organisational health., • Organisation Design & Workforce Planning: Partner with senior leaders to assess organisational effectiveness, workforce capability and talent needs. Support organisation design reviews, succession planning and workforce planning activities to ensure teams are structured to meet current and future business objectives., • Leadership Effectiveness: Coach and support Executive and CEO-2 leaders on employee engagement, team effectiveness, performance management, organisational culture and leadership practices, helping strengthen leadership capability across IPC., • People Insights: Leverage workforce data, engagement findings, talent metrics and external market trends to identify risks, opportunities and recommendations. Present insights to leaders and influence decision-making through data-driven people strategies., • Employee Relations: Lead on complex employee relations matters, within your functions, deferring others to the Regional People Partners. Provide timely advice, escalating complex or high-risk cases where appropriate, and helping ensure alignment with applicable employment requirements and IPC policy., • Talent Acquisition and Onboarding: Partner with the Talent Acquisition team to support recruitment campaigns specific to your functional needs, interview processes, hiring manager coordination, new hire orientation and onboarding plans., • Talent Management: Drive talent discussions with Executive and CEO-2 stakeholders, supporting performance management, succession planning, talent reviews and leadership development initiatives that strengthen organisational capability and bench strength., • Talent Development: Support stakeholders in identifying appropriate training, skills and development solutions for employees and teams., • Change and Transformation: Partner with business leaders during periods of growth, transformation and organisational change. Assess people impacts, influence decision-making, develop change plans and support leaders in driving successful adoption and engagement., • People Programmes: Help implement and manage IPC People programmes and initiatives across IPC’s People agenda, including wellbeing, inclusion, ESG, reward and recognition., • Benefits and Absence Management: Support Regional People Partners on complex queries relating to benefits, absence, return-to-work transitions, long-term sickness and parental leave, partnering with subject matter experts as needed., • Annual People Processes: Support annual performance, compensation, calibration, talent and succession planning processes, ensuring managers understand timelines, expectations and required outputs., • Project Work: Contribute to People projects and initiatives as required, supporting delivery, coordination and stakeholder follow-up., • HR Knowledge and Compliance: Maintain awareness at a global level of employment legislation, HR trends and internal policy changes, sharing practical insights and escalating issues where additional expertise is required. Essential Skills and Experience to be Successful in this Role • Experience working as an HR Business Partner or HR Generalist in a fast-paced environment., • Experience partnering with senior leaders, including Executive or CEO-2 populations, influencing decisions across organisational design, talent management, workforce planning and change initiatives., • Strong analytical capability with experience using people data and insights to identify trends and support business decision-making., • Good working knowledge of US employment legislation and HR practice, with the judgement to escalate complex matters appropriately., • Experience supporting employee relations situations and manager coaching conversations., • Commercial awareness and the ability to connect people activity to business priorities., • Solutions-focused, collaborative and empathetic approach., • Proven ability to manage priorities, support projects and follow through on commitments., • Confidence supporting sensitive or challenging conversations with employees and managers. Desired Skills and Experience • Experience working in a global or matrixed organisation., • Ability to move between operational delivery, tactical HR support and project-based work., • Strong coaching and influencing skills, with the confidence to constructively challenge while remaining open to different perspectives., • Interest across the HR spectrum, including performance management, talent development, employee relations, employee wellbeing, benefits and reward. What’s in It for You? At IPC, your compensation is only part of the package. We are committed to investing in a range of programs and initiatives to improve the overall experience of our employees. In addition to a collaborative, high-performing team environment, we’re pleased to offer benefits including: • Competitive Base Salaries, • Medical, Dental and Vision, • 100% Employer Paid Short/Long Term Disability, AD&D and Life Insurance Coverage, • Limited & HealthCare Flexible Spending Accounts, • Dependent Care Flexible Spending Account, • Health Savings Accounts with Employer Contributions, • Pet Insurance, • Legal Insurance, • Critical Illness, Hospital Indemnity and Accident Coverage, • Commuter Benefits, • Medicare Services Education program, • Financial Wellness Account Fiduciary and Training, • Identity Theft Insurance, • 401(k) and Roth plan with matching contributions, • Flexible PTO, Sick Pay and Public Holidays, • Additional Time off for Charity Work and Volunteering, • Tuition Reimbursement, • Certification Bonus Program, • Access to “IPC University” our Internal E-Learning Platform, • Structured Onboarding Training and Peer Mentor Support, • Parental Leave Policy, • Free Mental Health Wellness Programs, Tools, Coaching and Free therapy sessions, • Employee Referral Scheme Further information about your benefits will be provided during your onboarding process. Additional Information At IPC, we believe that hybrid working creates an inclusive, flexible environment where employees can perform at their best, and teams can collaborate, innovate, and celebrate successes together. We spend around 60% of our time in the office and around 40% of our time working remotely. Some employees may be required to work from the office or client sites more than 60% of the time, if required by their role and/or client needs. Your precise work schedule will be determined by you and your Line Manager before commencement of employment with IPC. You can explore more about our culture, offerings and commitment on and . IPC’s Work Culture The IPC work culture is one that fosters inclusion, prioritizes innovation, and maximizes potential. We are a global ecosystem, full of diverse people that together made IPC what it is today. Our strength as an organization is the sum of our different backgrounds, perspectives, skills and geographies; supported by an ironclad commitment to constructive dialogue and open-mindedness. We live and breathe our commitment to innovation by embracing bold ideas, seizing new opportunities and striving for excellence. Our people have continued to deliver ground-breaking solutions to our clients for over 50 years.

HR Generalist 3 month contract ( with potential for temp to perm) Hybrid, 2 days on site NY, NY (Zip Code: 10032) $30-36hr Must Haves: Bachelor's degree or equivalent required plus a minimum of 3 years of relevant experience required. Must be resourceful, organized and detail and task oriented with the ability to establish priorities and follow up on multiple issues in a time-sensitive manner. Ability to exercise a high degree of professionalism, diplomacy, discretion, firmness, and collaboration in dealing with individuals Strong analytical and tenacious problem-solving skills necessary. Excellent computer skills including thorough knowledge of Microsoft Office, including knowledge of databases and advanced spreadsheet skills required. Must be able to quickly acquire knowledge of University policies, procedures, and systems. Preferred Qualifications Bachelor's degree in Human Resources or a related field Duties: Recruitment Assist with the recruitment of staff by posting positions on the appropriate advertising sources, scheduling in-person meetings, managing the I-9 process; completing pre-hire background checks, processing all new hires and any employment related changes. Onboarding Responsible for onboarding staff, faculty and researchers and students. This includes scheduling welcome program, medical surveillance and UNI creation. Communication with new hires and departments to ensure smooth onboarding experience. Initiate and process template-based hires in Peoplesoft and/or nominations ensuring accurate collection and processing of the information collected in PAC. Process all short-term visitors and student utilizing JIRA. Payroll and PeopleSoft Process Management Oversee the department's preparation and processing of payroll using TLAM and management of time-off tracking. Manage the collections the collection and verification of time off trackers for all Academic Officers ensuring all submissions are up to date and approved by supervisors. Process any employment related changes in Talent Link, as well as PAF (i.e. updating position numbers, for promotions, or reclassifications; leaves of absences and terminations) for PeopleSoft updates. Liaise with internal and external constituents to resolve issues and to ensure time processing of new-hire/appointment, reappointment, termination and other related transactions. Compliance and Immigration Responsible for immigration related needs of faculty and staff. Assisting with sponsorship for the F-1, J-1, H-1, 0-1 and TN-1 visas and prepare visa documentation for accompanying family members. Work closely with the other generalists and supervisors to process new visas and renewals utilizing Compass. Maintain communication with ISSO as appropriate. Complete and submit Termination forms to ISSO. Track and ensure compliance concerning I-9 processing, Annual Hospital Training, Influenza Program, COVID-19 Safety & Monitoring program, HIPPA Training, Conflict of Interest, Medical Surveillance, Upcoming/Past Visa End Date Status, etc. Systems and Project Work Use HR Ticketing System to effectively manage all requests and communicate with HR/FA team. Maintain and update employee records. Upload all employee forms and documents into Visual Vault. Other duties as assigned or requested.

POSITION PURPOSE: [THIS POSITION IS FULL ON SITE FIVE DAYS A WEEK] The HR Generalist is responsible for supporting daily HR functions, including recruitment, onboarding, training, employee relations, benefits administration, compliance, and performance management. This role ensures that Human Resources policies and procedures are effectively implemented while fostering a positive workplace culture. ESSENTIAL FUNCTIONS AND DUTIES: • Coordinate new hire orientation and ensure a smooth onboarding process., • Serve as a point of contact for employee relations matters, employee concerns and workplace issues., • Assist in conflict resolution and disciplinary procedures as needed., • Ensure compliance with federal, state, and local labor laws., • Assist in audits and reporting related to compliance and workplace safety., • Coordinate with payroll to ensure accuracy in compensation and deductions., • Assist employees with benefits enrollment and inquiries., • Manage leave administration, including Leave of Absences, PTO, workers compensation and other time-off requests., • Assist in performance review processes and provide guidance to managers., • Help coordinate training and professional development programs. KNOWLEDGE, EXPERIENCE AND SKILLS: • Bachelor’s degree in human resources, Business Administration, or related field (preferred)., • 3+ years of HR experience in a generalist role or related HR function., • Proficient in speaking Spanish (preferred)., • Strong interpersonal, communication, and problem-solving skills., • Proficiency in HR software (e.g., ADP, Dayforce) and Microsoft Office Suite., • Ability to handle confidential information with discretion., • Flexibility in scheduling, including evenings, weekends, and holidays., • Someone with integrity, work ethic, curiosity and drive will succeed on this team. PHYSICAL ACTIVITIES AND REQUIREMENTS OF THIS POSITION: • Standing and walking during employee interactions, training sessions, or meetings., • Speaking and listening effectively in meetings, interviews, and presentations., • Lifting and carrying office materials, such as files, documents, or training supplies (typically up to 20 lbs.)., • Sitting for extended periods while working on a computer. INTENT AND FUNCTION OF JOB DESCRIPTIONS All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included have been determined to be the minimal standards required to successfully perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate. Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at-will employer. We are equal opportunity employers.

Job DescriptionAbout Alumni Ventures Alumni Ventures is one of the world's most active venture capital platforms, with $1.4B+ in assets raised and investments in 1,600+ companies. Our network of 850,000+ members and 40+ dedicated investors connects accredited individuals to high-quality venture deals—typically reserved for institutions—through our alumni-driven communities and diversified co-investment strategy. With offices in Boston, New York, Chicago, Menlo Park, Manchester, NH, London and Tokyo we're rapidly growing and committed to fueling entrepreneurial success while developing the next generation of VC professionals. We believe our best work happens when we're together. AV operates as a 5-day-a-week, in-office culture because collaboration, mentorship, and shared momentum matter. About the Role As Principal on Alumni Ventures' Blue Team, you'll be at the forefront of sourcing, evaluating, and executing venture investments for the Blue Ivy Ventures Fund, which serves the Yale community. The Blue Team also invests on behalf of the Nassau Street Ventures Fund, serving the Princeton community, and the HealthTech Fund, giving you the opportunity to contribute across multiple investment strategies. This is a generalist investing role with a primary focus on Seed and Series A companies, as well as select Pre-Seed and Growth-stage opportunities. You'll be encouraged to develop areas of expertise and differentiated investment theses while remaining flexible across sectors, technologies, and stages. You'll work closely with the Managing Partner and broader investment team to identify high-potential companies, lead diligence, develop investment recommendations, and support portfolio companies. You'll also collaborate across the broader Alumni Ventures platform to strengthen our access to compelling investment opportunities. Alumni Ventures is an active co-investor, investing alongside established venture capital firms. Your network—and your ability to continue building it—will be critical. Success in this role requires creativity, warmth, sound investment judgment, and the ability to cultivate meaningful relationships with founders, venture investors, and industry partners. The position may be based in our New York City, Menlo Park, or Boston office. Alumni Ventures is a fast-paced, professional, and entrepreneurial environment. What You'll Do Deal Sourcing • Proactively source high-quality investment opportunities that align with the Blue Team's investment strategy and broader Alumni Ventures initiatives., • Build and maintain a strong pipeline of prospective investments across sectors and stages., • Develop relationships with venture investors, founders, entrepreneurs, incubators, accelerators, universities, and other members of the startup ecosystem., • Drive strong conversion from sourced opportunities to qualified investments., • Partner with other Alumni Ventures investment teams to identify mutually relevant opportunities.Due Diligence, • Lead initial diligence on potential investments, engaging directly with founders, customers, industry experts, co-investors, and other stakeholders., • Evaluate company teams, business models, market opportunities, competitive landscapes, traction, financing terms, and key investment risks., • Develop clear, thoughtful investment memos and present recommendations through Alumni Ventures' Investment Committee process., • Build and maintain proprietary market, company, and deal intelligence to support investment decisions.Investment Success, • Contribute to the successful execution of approved investments, from initial evaluation through closing., • Work closely with the Managing Partner and broader investment team to build a high-performing, well-balanced portfolio., • Maintain strong alignment with the team's investment strategy, portfolio construction goals, and annual investment targets., • Accurately maintain deal activity, diligence findings, and investment-related information within the firm's systems.Network Development, • Grow and leverage a robust network of founders, venture investors, operators, and industry experts to gain access to differentiated deal flow., • Represent Alumni Ventures professionally and effectively across the venture ecosystem., • Educate founders, deal sources, and co-investors about Alumni Ventures, our investment approach, and our process., • Strengthen the Blue Team's visibility and relationships within the Yale, Princeton, HealthTech, and broader venture communities.Portfolio Management, • Build trusted relationships with portfolio company leaders and support them across strategic and operational priorities., • Monitor company and portfolio performance through regular founder engagement, performance tracking, and internal reporting., • Identify opportunities to support portfolio companies through introductions, recruiting, business development, financing, and other platform resources., • Maintain relevant fund and portfolio performance information in close collaboration with Alumni Ventures' finance and operations teams.Fundraising and Community Support, • Support fundraising, investor relations, and community engagement initiatives for the Blue Team., • Contribute to events, webinars, written content, and thought leadership that engage the team's investor and alumni communities., • Partner with colleagues across Alumni Ventures to communicate the team's investment strategy, portfolio activity, and market perspectives.Who You Are, • You have 7+ years of overall professional experience, including meaningful experience in venture capital, private equity, investment banking, consulting, startups, or a related field., • You bring approximately 1–3 or more years of direct venture capital experience, with demonstrated exposure to sourcing, diligence, investment decision-making, and portfolio support., • You have a bachelor's degree in business, economics, engineering, computer science, or another relevant field; an MBA or other advanced degree is preferred., • You have a strong interest in technology, innovation, startups, and emerging market trends., • You understand venture capital deal structures, financing terms, investment processes, and industry practices., • You can quickly understand and critically evaluate a company's team, business model, market opportunity, competitive positioning, and potential for growth., • You are an effective network builder who can expand the team's access to high-quality investment opportunities., • You can manage multiple priorities and execute consistently in a fast-moving, collaborative environment., • You are a self-starter who can operate independently while remaining a highly collaborative team member., • You are intellectually curious, humble, creative, and able to learn new sectors and technologies quickly., • You have hands-on familiarity with AI tools such as ChatGPT, Claude, Gemini, or similar platforms and can incorporate them into research, diligence, analysis, and team workflows. Our Culture & How We Work at AV Regardless of title, this is what great looks like at AV. • Put team and stakeholders first. We win together and measure success by the value we create for our investors, founders, and each other., • Take extreme ownership and bias toward action. We act like owners, move with urgency, and follow through., • Debate rigorously and commit fully. We welcome diverse views, use data and sound judgment, and once aligned, execute as one team., • Focus on what matters most. We prioritize impact, simplify where possible, and channel energy where we have a real advantage., • Be AI-forward and tech-optimistic. We actively use AI and emerging technologies to work smarter, make better decisions, and amplify human judgment — not replace it., • Stay curious and think big. We are continuous learners, aim high and build for long-term impact. Benefits & Perks We offer a flexible, employee-first benefits program designed to support your health, financial well-being, and life outside of work. Benefits begin shortly after hire and are designed to give you choice and flexibility based on your needs. • Comprehensive health coverage with multiple plan options, including employer-funded deductible support and HSA contributions, • Dental and vision plans with multiple coverage tiers, • Tax-advantaged accounts including HSA, FSA, and commuter benefits (with monthly employer contribution), • 401(k) with company match and immediate vesting, • Company-paid life and disability insurance, plus optional supplemental coverage, • Additional support programs including EAP, health advocacy, and wellness resources, • Flexible, unlimited PTO and generous paid parental leave, • 11 company holidaysCompensation The anticipated annual base salary range for this position is $170,000–$180,000. This range represents the base salary Alumni Ventures reasonably and in good faith expects to pay for this position at the time of posting. Individual compensation will be determined based on factors such as experience, skills, qualifications, and other job-related factors. In addition to base salary, eligible employees may receive equity, carry potential, a corporate bonus, and a comprehensive benefits package, subject to the terms of the applicable plans and programs. Privacy Policy All employment is subject to passing a background check. Alumni Ventures is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran status, or disability status. Privacy Policy

Job Description General Counsel Job Description NYC Kids RISE is a nonprofit organization working with the City of New York and NYC Public Schools to manage the Save for College Program (the Program) - a universal wealth building platform for New York City neighborhoods. The Program that expands access to mainstream financial products; builds individual, family, and collective financial assets; provides financial education for families and students; and brings schools and communities together to support all their children’s futures. The Save for College Program’s model is intended to drive neighborhood-level changes in economic opportunity and mobility by promoting asset building, reinforcing college- and career-going expectations, and strengthening social capital, networks, and infrastructure in neighborhoods across New York City. Through the Program, eligible students enrolled in an NYC public school (including participating charter schools), starting in kindergarten, automatically receive a free NYC Scholarship Account with an initial allocation of $100 by NYC Kids RISE on their behalf, invested in a NY 529 Direct Plan, and opportunities to receive additional rewards over time. Their families can open and connect their own college savings account on their child’s behalf, and communities can contribute to groups of these NYC Scholarship Accounts as both a targeted and universal platform for community-driven asset-building in every neighborhood. This approach draws from a variety of best practices and disciplines across the fields of asset building, child savings accounts, financial empowerment, education, community wealth building, urban poverty, neighborhood effects and social capital research, collective impact, and more. Read more about NYC Kids RISE and the Save for College Program and listen to stories from partners who helped build the platform during its pilot phase from 2017 to 2022. You can also view recent articles in Fast Company, the Wall Street Journal, and the NYCHA Journal; and read more about NYC Kids RISE theory of change in a report by the Urban Institute. With a national, state, and local bipartisan recognition of the power of early wealth building and the Program's infrastructure in place, there is a window of tremendous opportunity to realize a bold vision for NYC kids. Currently, more than 380,000 students, including nearly every K-4th grade student in NYC Public Schools, has an asset for college and career training with ~$85 million designated for their educational futures. Each year moving forward ~75,000 children will be added until nearly every student in NYC public school across the five boroughs has an NYC Scholarship Account. Position Summary The General Counsel (GC) serves as the chief legal resource and strategic legal advisor to the Executive Director, Management, and the Board of Directors. This will be the inaugural GC role within the organization, bringing together a robust set of workstreams and existing staff and external support across legal and compliance functions. Currently, the role will have one direct report (Senior Director, Compliance and Administration). The GC is responsible for overseeing and managing all legal matters and risks for the organization, ensuring compliance with all applicable laws and regulations, and upholding the nonprofit's mission and tax-exempt status. The role also serves as a key advisor on strategy, growth, and operations for the organization as it moves through the continued development and evolution of the Program in NYC and as a model for the country. The GC can be a generalist but should have competency related to non profit governance, information technology, data security and privacy, cyber security, complex contract and relationship and relationship negotiation/management (particularly as affected by relationships with public authorities). The GC will have access to a network of legal support through the Lawyers Alliance of New York and other external legal resources. The ideal candidate will be a proactive, creative, solutions-oriented leader who can balance legal risk with the organization's strategic and operational objectives. Primary Responsibilities: General Counsel Legal Strategy & Organizational Leadership • Strategic Counsel: Advise the Executive Director, senior leadership, and Board on a wide range of legal and regulatory matters, corporate governance, fiduciary duties and policy matters., • Nonprofit Compliance: Ensure continuous compliance with all relevant laws governing tax-exempt organizations, including city, state and federal lobbying regulations, privacy regulations including those related to student data, as well as donor information, fundraising disclosures, and maintenance of 501(c)(3) status., • Coordination and Project Leadership: Own the coordination and execution of legal and compliance workstreams across the organization, including the engagement and management of external counsel and experts / stakeholders as needed., • Operational and Commercial Savvy: Bring together concrete, practical guidance around legal requirements with a lens toward the operational needs, business requirements and tactical realities faced by the organization., • Team Management and Leadership: This is an inaugural in-house role, and as such the General Counsel will need to be able to build up systems and functional integrations that will establish their work as a clear function within the organization (while retaining deep connections with outside counsel and third party / specialist supports). Candidates should have some experience with developing and cultivating a high-performing team, including supervising direct reports, coordinating efforts across internal and external resources, and thoughtfully managing capacity and efforts to meet organizational priorities and objectives. Data Privacy & Security, • Data Privacy Compliance Framework: In partnership with the organization’s technology leadership and external vCISO, as well as external data privacy counsel as appropriate, support the development, implementation, and maintenance of a robust global data privacy and security compliance program, including developing guidance for use of AI tools by and within the organization., • Regulatory Expertise: Ensure compliance as necessary with key state and federal privacy regulations, including but not limited to:, • FERPA (Family Educational Rights and Privacy Act), • COPPA (Children’s Online Privacy Protection Act), • New York State Education Law related to release of student, teacher, and administrative data, • Relevant New York City / Chancellor’s regulations related to student privacy, • Data Governance: In collaboration with the CTO, advise and support the development and ongoing implementation of the organization's data retention, use, and destruction policies, • Incident Response: Lead and manage the legal aspects of incident response, coordinating with IT, communications, and external counsel as necessary.Contracts & Negotiations, • Contract Management: Draft, review, negotiate, and manage all organization-wide contracts, agreements, and legal documentation., • Complex Negotiations: Lead negotiations for high-value strategic partnerships, major vendor agreements, grant agreements, and donor agreements., • Template Library: Create and maintain a relevant library of standardized, legally sound contract and NDA templates (e.g., employment, consulting, vendor, grant-making, licensing, and human resources related agreements as appropriate)., • Governmental Agreements: Manage and provide legal oversight for agreements with government partners, ensuring supportive compliance mechanisms that can be operationalized within a small and busy nonprofit environment, • Dispute Resolution: Manage and oversee any contractual disputes or litigation.Expertise Focus: Policy, Risk, and Governance, • Organizational Policy Leadership: With support from Compliance leadership and in partnership with related administrative and programmatic leads, oversee the ongoing build and refinement of the organization’s policies, including policies related to financial management, information security, human resources, and programmatic implementation. This includes oversight and coordination of the development and implementation of new policies and the ongoing update process for policy documents over time, as well as the maintenance of all official / final policy documents for the organization., • Risk Management: Identify, assess, and manage risks across the organization, including the buildout, evaluation and updating of a clear risk inventory for the organization, development of risk management tools and systems, and management of the organization’s key liability insurance policies., • Governance: Advise Executive Director, senior leadership and the Board regarding legal compliance, draft key governance documents, in coordination with other team members and executive leadership where appropriate.QualificationsCredentials & Experience, • Education: Juris Doctor (J.D.) degree from an ABA-accredited law school., • Bar Membership: Active member in good standing of the New York State Bar Association, • Experience: Minimum of 12 years of progressively responsible legal experience, with a significant portion of that time spent as in-house counsel, preferably within an NY-based nonprofit or mission-driven organization. Supportive supplemental certifications (not required) could include: (Advanced) Certified Nonprofit Professional ((A)CNP); Chartered Advisor in Philanthropy; or Compliance and Ethics Professional., • Preferred Specialized Knowledge and Experience:, • Demonstrated experience with major data privacy laws (e.g., FERPA, related student privacy laws)., • Experience in drafting and negotiating complex contracts with governmental agencies, key vendors, and nonprofit funding partners., • Understanding of organizational risk evaluation and management, including the procurement, renewal, evaluation and management of organizational liability insurance policies, • Leadership of organizational policy initiatives, including the creation, iteration and synthesis of policies within a dynamic and growing organizational environment, • Experience designing, implementing and explaining contractual requirements of different kinds of nonprofit funding agreements and mechanisms, including commercial co-ventures, grant agreements, round-up campaigns, etc., • Experience with the legal and compliance requirements of implementing and managing a nonprofit endowment is a plus, • Familiarity with NY / NYC regulations and State and City filings for charities., • Experience developing clear, tailored guidance and/or trainings for staff around legal concepts and related risks, including donor solicitation and communications, vendor and subgrantee management, commercial co-venture partnerships, etc.Core Competencies, • Exceptional written and verbal communication skills, with the ability to translate complex legal issues into clear, practical advice for non-legal audiences., • Proven ability to work in fast paced environments and to meet deadlines, • Proven ability to work collaboratively across all departments (e.g., Program, Technology, Finance, HR, Compliance, Fundraising)., • High ethical standards and impeccable professional integrity.Mission Alignment, • Passion for expanding economic opportunity and long-term financial security for NYC families and communities, • Deep Interest In/Commitment to advancing equity and addressing the racial wealth gap through asset-building strategiesSALARY AND BENEFITS The salary range for this position is $210,000 - $253,000. NYC Kids RISE provides a comprehensive benefits package including 30 days of paid time off (15 vacation days for new employees increasing with tenure; 5 personal days; and two weeks of office closure per year, one in early July and one at the end of December), plus sick time and holidays; medical, dental, vision, life, short- & long-term disability insurance; healthcare FSA with employer contribution; dependent care FSA; and a 401(k) with 4% employer match after one year of service. LOCATION AND WORK SCHEDULE NYC Kids RISE currently maintains a hybrid work environment where staff work both from home and in the office, as determined by the staff member's preferences as well as the needs of the organization and the specific responsibilities of individual roles and teams. We anticipate that this role will work 1-3 days in-office, depending on organizational initiatives and needs. The offices are in Long Island City (Queens, NY). APPLICATION INFORMATION Please note: As of Friday August 7th, we are no longer accepting new applications for this position, but the listing remains online for reference while we complete our review process. NYC Kids Rise is an Equal Opportunity Employer. We do not discriminate in employment on the basis of gender, religion, race, creed, color, national origin, citizenship status, age, disability, marital status, caregiver status, sexual orientation, gender identity or expression, military status, unemployed status, or any other characteristic protected by law. Powered by JazzHR sZbyWISg7g

Job DescriptionOneDigital is the HR outsourcing partner for LR Paris This is a hybrid role (3 days onsite). Candidates must be based within a commutable distance of NYC. Who we are: At LR Paris, we believe in the transformative power of thoughtful gifting. With a blend of artistry, ingenuity, and intention, we craft unique branded product solutions and packaging that not only accentuate a brand's identity but also builds authentic, timeless connections. As a team, we've successfully elevated client and employee relationships for one of the world's largest financial institutions through the creation of exclusive high net worth client gifts and the implementation of unique employee onboarding gifting programs. We have also played an integral role in the launch of new brands and the meticulous design of product lines for a renowned investment bank. Furthermore, our expertise extends to crafting exquisite gifts with purchase (GWP) packaging and customer loyalty incentives for leading global cosmetic companies. By 2028, we aspire to be the go-to branded product solution partner for all Fortune 500 companies. Your role: The Talent Acquisition Manager (individual contributor) owns hiring at LR Paris end to end, across sales, client support, merchandising, and marketing. You will find the candidates, run them through a clean process, and close them. This is a sourcing role first: most of our best hires will not apply, they will be people you went and found. Sales is the highest volume of the four, with a target of three sales hires landed every quarter, sustained. You will also own onboarding and training coordination for every hire, so the person who sold them on LR Paris is the same person who walks them through their first weeks. This is a standalone role. There is no HR generalist above you and no coordinator below you. Responsibilities The duties described below are the essential functions of this position. Sourcing and Full-Cycle Recruiting • Build and execute outbound sourcing strategy for all open requisitions across sales, client support, merchandising, and marketing, using LinkedIn Recruiter, referrals, and direct market mapping of competitors and adjacent industries., • Maintain warm pipelines ahead of demand in each function, so hiring does not start from zero every time a req opens., • Run intake with hiring managers to define the profile, then hold the process to it., • Conduct first-round phone screens using standardized screening questions and scoring rubrics, and deliver a written recommendation on every candidate advanced., • Schedule interviews across hiring managers and interview panels., • Complete and record reference checks for all potential final candidates., • Own offer strategy in partnership with the CEO, extend offers, and manage candidate closing and counteroffer conversations., • Create LinkedIn job posts and manage the candidate-facing presence of open roles., • Maintain all requisition and candidate records in LR Paris' HRIS and internal systems, including status updates, notes from interviews, and req close-out., • Own and distribute the recruiting/hiring report on a regular cadence: pipeline by stage, time to fill, source of hire, and offer acceptance., • Conduct all hiring activity in compliance with applicable federal, New York State, and New York City employment law, including pay transparency, salary history inquiry restrictions, and fair chance hiring requirements. Onboarding and Training • Add new hires to the HRIS system and complete all new-hire recordkeeping., • Execute the end-to-end onboarding process for new hires, including new-hire paperwork, access/equipment coordination, and scheduling., • Complete Form I-9 employment eligibility verification and E-Verify confirmation for all new hires, applied uniformly and in accordance with E-Verify program requirements., • Own, maintain, and deliver the new-hire orientation and training program, and keep the underlying materials current., • Introduce new hires to LR Paris's culture and team traditions as part of the onboarding experience. First 90 Days This role ramps, and it inherits a function rather than joining one. We are not expecting three hires in month one. • Days 1-30: Learn the business and what strong looks like in each function. Sit with function leaders. Take inventory of the existing process, tools, and materials, and flag the gaps. Build the initial target lists., • Days 31-60: First pipelines live, first screens delivered, first candidates in front of hiring managers. Onboarding process running under your ownership., • Days 61-90: First hires closed, sourcing rhythm established, reporting running weekly.Full run rate of three hires per quarter is expected by the start of the second full quarter. Qualifications • At least five (5) years of full-cycle recruiting experience, including sales hiring. Agency or in-house., • Demonstrated outbound sourcing ability. You can point to hires you found rather than hires who applied., • Hands-on experience with LinkedIn Recruiter and an applicant tracking system / HRIS., • Experience recruiting across more than one function, and comfort carrying a requisition load and working to a hiring number., • Bachelor's degree, or an equivalent combination of education and relevant work experience., • Must be located in the NYC area and able to come into the office on a hybrid schedule., • Strong organization skills and attention to detail., • Customer-service orientation toward candidates and hiring managers., • Experience owning onboarding, orientation, or new-hire training, not only executing someone else's process., • Working familiarity with employee relations fundamentals and administrative HR practices., • Basic working awareness of employment law concepts as they apply to interviewing and recordkeeping (e.g., permissible interview questions)., • Experience with Microsoft office including SharePoint, and Microsoft Forms., • Must be self-motivated, with strong problem-solving skills., • Ability to use good judgment and react under pressure, while still being flexible/adaptable. Our Core Values • HUMANS CONNECTING HUMANS - At the end of the day that's what we do, build lasting connections. We bridge the gap between brands and their audiences, creating unforgettable brand experiences., • TANGIBLE STORYTELLERS - We aren't selling products; we're creating unique brand experiences that our clients are proud to put their logo on., • QUALITY WITHOUT COMPROMISE - You can't put a price on perception, but quality shouldn't cost more., • CUSTOMER (+EXPERIENCE) OBSESSED - We're brand obsessed and love turning good products into great brand experiences., • IMPOSSIBLE ISN'T LR PARIS - We make it happen. That's really it. When something's hard, we figure it out as a team. When there's a problem, we solve it. Our clients work with us because they know we'll show up and do the work, and we don't stop until they're happy. We're invested in their success, and it shows in everything we do. Compensation Actual compensation within the range will depend on job-related factors including relevant experience, demonstrated skills, and internal equity. This position is not commission eligible. Any bonus or incentive compensation, if offered, is discretionary. Benefits • Subsidized medical, dental, and vision, • Commuter Benefits, • 401k, • HSA & FSA, • Supplemental Life Insurance, • Voluntary Short & Long Term Disability, • PTO - 2 weeks of vacation, 8 holidays and 5 sick days, • Paid sick leave and paid family leave as required by New York State and New York City law Equal Employment Opportunity LR Paris is an equal opportunity employer. We do not discriminate in hiring or employment on the basis of race, color, religion, creed, national origin, citizenship status, age, sex, gender, gender identity or expression, sexual orientation, pregnancy, marital or partnership status, familial or caregiver status, military or veteran status, disability, predisposing genetic characteristics, domestic violence victim status, or any other characteristic protected by federal, New York State, or New York City law. Reasonable Accommodation LR Paris provides reasonable accommodations to qualified applicants and employees with disabilities, and for religious observance and practice, in accordance with applicable law. Applicants who require an accommodation to participate in the application or interview process should contact Human Resources. Powered by JazzHR BChuulNXq9

Job Description:\n\nEinhorn Collaborative is seeking a Strategy Lead (similar to the “Program Officer” role at peer foundations) to drive our Building Social Trust portfolio. The Strategy Lead will be responsible for advancing a long-term Theory of Change by partnering with leading nonprofit organizations, social change leaders, and peer funders to strengthen social trust, promote pluralism, and build healthy civic infrastructure in communities across the U.S. The Building strategy also seeks to address forces that worsen polarization, undermine social trust, and disrupt human connection and our ability to build healthy and trusting relationships with one another, including rising hate, antisemitism, violence, and the harmful effects of technology and AI. \n\nEinhorn Collaborative is partnering with Chaloner to support our search for the Strategy Lead position. Please apply using the application form.\n\nThis is a rare opportunity for an experienced strategic generalist to take on a high-impact role with real latitude. The person in this role will not just steward an existing portfolio; they will partner with leading field experts to determine what the Building strategy will look like a decade from now and identify creative, clever opportunities for strategic philanthropic investment to drive impact. \n\nAbout Einhorn Collaborative\n\nEinhorn Collaborative is a foundation dedicated to advancing the science and practice of social connection and social cohesion to address America’s growing crisis of distrust and division. We work with a wide range of cultural influencers, researchers, community leaders, and funders to help Americans build stronger relationships, embrace our differences, and rediscover our shared humanity — so we can solve our most urgent challenges together.\n\nTo advance this mission, Einhorn Collaborative’s strategy focuses on four interconnected, mutually reinforcing areas:\n\n Bonding: Fostering emotional connection between babies and their parents and caregivers.\n Bridging: Developing bridging leaders who have the skills and mindsets to collaborate across differences.\n Building: Building communities that strengthen social trust while mitigating the risks to it.\n Belonging: Inspiring a culture of belonging through narrative change and storytelling.\n\nAs a foundation, our approach is grounded in collaboration and collective impact. We are committed to working with a broad coalition of partners and peers — across ideological, racial, religious, socioeconomic, and geographic differences — to listen, learn, and take on shared challenges and opportunities together to drive durable systems-level change. More information about the foundation can be found here: www.einhorncollaborative.org.\n\nAbout Einhorn Collaborative’s Building Strategy\n\nNo matter who we are, how we live, or what we believe, we all share an instinctual need for connection and belonging. Yet, more and more Americans are living in isolation, loneliness, and fear, eroding our faith and trust in our institutions and each other. Einhorn Collaborative’s Building strategy focuses on cultivating social trust at the community level to create a more pluralistic society: one where Americans can find common ground, engage across lines of difference, and collaborate to solve shared challenges.\n\nThe Building portfolio’s current areas of focus include:\n\n Community-level efforts and civic infrastructure that build social trust, social connection, and social cohesion\n Funder collaboratives and field-building initiatives, including New Pluralists, Trust for Civic Life, and Foundation for Social Connection\n Prosocial technology, most notably AI, to mitigate the potential harms to social connection, social trust, and social cohesion \n Combating the rise in hate, antisemitism, dehumanization, and other conditions that allow polarization and violence to take root, with an emphasis on upstream prevention work\n\nThe Building portfolio is managed as a concentrated set of approximately 5-10 active partnerships at a time. While the grantmaking strategy emphasizes multi-year commitments in funder and field collaborative efforts, the portfolio also includes project-based investments that advance the strategy or establish a foundation for future collaboration and growth.\n\nBeyond grantmaking, Einhorn Collaborative also invests meaningfully in field-building and grantee partner support, such as fostering collaboration among our network partners, providing strategic communications capacity to shift public understanding, and strengthening field infrastructure to drive toward collective impact.\n\nThe new Strategy Lead will have the opportunity to shape this portfolio over time through their own lens and expertise.\n\nAbout the Role\n\nReporting to the Executive Director, the Strategy Lead will steward and evolve Einhorn Collaborative’s Building portfolio and serve as a key connector, convener, and thought partner within the field. This is a senior strategic leadership role for a phenomenal generalist and creative thinker who is intellectually curious and relational. This individual is deeply committed to the work of stewarding philanthropic investments and effectively building trusting and collaborative partnerships with social change actors to strengthen social trust and pluralism at a neighborhood level and across the United States. The foundation’s mission and collaborative ethos should reflect the Strategy Lead’s personal values and approach to working with others.\n\nThe Strategy Lead is a strong writer and communicator. They can clearly articulate a compelling rationale for philanthropic funding opportunities; present and persuade toward a clear theory of action; clarify and track key goals and milestones; and represent Einhorn Collaborative effectively externally and with Trustees. They will support partners with more than just grantmaking, offering strategic counsel, connections, and perspective. \n\nThe Strategy Lead is willing to take thoughtful risks. They are drawn to big strategic challenges precisely because they know they don’t have all the answers. They can identify high-leverage opportunities, build the case for them, and execute with both boldness and care. They have the courage of their convictions and the rigor to back it up.\n\nAbove all, this person will think in decades, not grant cycles. They will come to this role with a clear view of what systemic change requires, a genuine curiosity about what this portfolio could look like a decade from now, and a nimbleness to adapt to shifting contexts and new opportunities as they emerge. \n\nIn their first year, the Strategy Lead will assume leadership of the existing Building portfolio, foster strong relationships across relevant ecosystems, and connect with the existing team and culture. In subsequent years, the Strategy Lead will take learnings from that foundation to set the long-term direction for the Building work in close partnership with the Executive Director and other Einhorn Collaborative team members.\nGiven that Einhorn Collaborative is a small and deeply intentional team, we have established a culture centered on advising and supporting each other. In addition to leading the Building work, the Strategy Lead will collaborate with the full team and assume leadership and support roles in internal and cross-portfolio initiatives.\n\nRole Responsibilities\n\nManage and Evolve the Building Strategy\n\n Assume leadership of the Building strategy theory of action and portfolio.\n Think in short- and long-term horizons and balance day-to-day partnership management with a long view of systems change.\n Bring a strategic learning orientation to grantee partnerships, working collaboratively and creatively to support the success of active philanthropic investments and efforts.\n Develop funding recommendations for strategic partnerships that will most effectively advance the Building strategy.\n Develop high-trust and collaborative relationships with a wide range of peers, partners, researchers, and prospects to better inform the strategy, due diligence, grantee performance, field building, and partnerships.\n\nIdentify, Manage, and Support Grantee Partnerships\n\n Source, evaluate, recommend, and manage multi-year philanthropic partnerships to advance concrete efforts within the Building portfolio.\n Develop well-reasoned and well-written funding recommendations and present them persuasively, grounded in a clear theory of action, reliable data, and deep due diligence.\n Establish and nurture co-funding partnerships with peer philanthropic organizations to aggregate capital toward collaborative projects.\n Create and execute impact measurement strategies to track progress at the project and strategy level while minimizing any unnecessary reporting burden on grantee partners.\n Support grantee partners in ways that help them realize their impact goals by offering coaching, connecting them to resources and people, and rooting for their success. \n Build connections among grantee partners, when mutually advantageous, in meaningful and efficient ways.\n\nField-Building and Thought Leadership\n\nIn partnership with Einhorn Collaborative’s Executive Director, Communications Lead, and the broader team:\n\n Raise the profile of Einhorn Collaborative, the Building strategy, and the work of grantee partners through traditional media, social media, and speaking engagements.\n Represent Einhorn Collaborative and effectively communicate its core mission and the Building strategy to a wide range of stakeholders, including peer funders, policymakers, researchers, and practitioners. \n Identify and participate in opportunities to connect with others in philanthropy and the broader field to advance the Building strategy’s efforts and goals.\n Engage Trustees effectively, bringing clarity, rationale, and conviction to presentations on strategy and portfolio direction.\n\nCross-Portfolio Support\n\n Participate in organization-wide internal projects to advance Einhorn Collaborative’s mission, philanthropic strategy, and measurement and evaluation.\n Review peer funding recommendations from other strategies to support cross-portfolio emergent learning, due diligence, as well as coherence in rationale and case-making.\n Contribute positively to team culture-building efforts and opportunistic special projects.\n\nWho You Are\n\nYou’re a builder of deep, trusting relationships.\n\nYou are people-driven. You listen deeply, engage with open-hearted curiosity, and bring warmth and rigor to every relationship. Partners and colleagues describe you as someone they can rely on: someone who shows up with both ideas and care. You have no interest in being transactional.\n\nYou have high emotional intelligence and low ego.\n\nYou are energized by collaboration with people across lines of difference. You see the work itself as the reward. You can hold difficult conversations, sit with ambiguity, and make high-stakes judgment calls without losing your footing or your warmth.\n\nYou love bringing people together to make big things happen.\n\nYou are exceptional at building vision, recruiting others to join, co-developing strategy, connecting the dots, and rolling out on-time execution. You thrive in a small, tight-knit team where no project or task is too big or too small, and every detail matters.\n\nYou’re always learning.\n\nYou are motivated to tackle new challenges, actively seek feedback, and contribute to the team’s continuous learning and improvement by modeling it in your own approach. You bring an assets-based approach to your work with grantee partners and colleagues alike.\n\nYou have great tact and smart judgment.\n\nYou are a highly trusted custodian of sensitive information. You use impeccable tact, professionalism, and sharp judgment to know what should be shared and with whom, maintaining relational trust and confidentiality.\n\nWhat You’ve Done\n\nRequired Experience\n\n Bachelor’s degree.\n Significant work experience in philanthropy, strategy, policy, management consulting, or a related field, including demonstrated organizational or cross-organizational leadership.\n Time spent working in one or more social impact contexts relevant to the Building portfolio, such as:\n Social cohesion, social trust, or civic infrastructure\n Combatting hate, antisemitism, or political violence \n Community resilience, belonging, or pluralism\n Research, policy, or field-building in related areas\n Demonstrated experience in a role that required sophisticated strategic and tactical planning and execution across an organization or a field.\n Demonstrated experience developing and stewarding external relationships and leveraging those relationships to work in concert toward shared goals.\n Demonstrated experience gathering, analyzing, synthesizing, and effectively communicating key insights in writing and in person from multiple sources to inform short- and long-term strategy.\n Demonstrated ability to build meaningful and authentic relationships through deep listening, intellectual humility, genuine curiosity, and an openness and willingness to change your mind.\n\nPreferred Qualifications\n\n Grantmaking experience, including evaluating, recommending, and stewarding partnerships; or fundraising experience, including identifying, qualifying, cultivating, securing, and stewarding funding opportunities.\n Experience facilitating and/or participating in collaborative or collective impact efforts.\n Familiarity with advocacy, policy, and systems change best practices.\n Experience working across ideological, political, or cultural differences in service of shared goals.\n Fundraising and/or governan

Job Description Einhorn Collaborative is seeking a Communications & Content Specialist to support the organization’s growing portfolio of communications and Belonging strategy. Working closely alongside and in support of the Communications and Belonging Strategy Lead, this role is a critical partner to a wide range of communications and storytelling initiatives, such as executive thought leadership, content development across owned and earned media, Speakers Bureau coordination, project management, and special projects. Einhorn Collaborative’s communications and Belonging strategy seek to amplify stories that build empathy, create shared understanding, and reveal the many ways we can live and work alongside one another in a socially connected and cohesive society. The Communications & Content Specialist will be a skilled creative writer, sharp editor, and capable project manager who can keep multiple workstreams moving with care and precision. Einhorn Collaborative is partnering with Chaloner to support our search for this position. Please apply using the application form. About Einhorn Collaborative Einhorn Collaborative is a foundation dedicated to advancing the science and practice of social connection and social cohesion to address America’s growing crisis of distrust and division. We work with a wide range of cultural influencers, researchers, community leaders, and funders to help Americans build stronger relationships, embrace our differences, and rediscover our shared humanity — so we can solve our most urgent challenges together. To advance this mission, Einhorn Collaborative’s strategy focuses on four interconnected, mutually reinforcing areas: • Bonding: Fostering emotional connection between babies and their parents and caregivers., • Bridging: Developing bridging leaders who have the skills and mindsets to collaborate across differences., • Building: Building communities that strengthen social trust while mitigating the risks to it., • Belonging: Inspiring a culture of belonging through narrative change and storytelling. As a foundation, our approach is grounded in collaboration and collective impact. We are committed to working with a broad coalition of partners and peers — across ideological, racial, religious, socioeconomic, and geographic differences — to listen, learn, and take on shared challenges and opportunities together and drive durable systems-level change. More information about the foundation can be found here: www.einhorncollaborative.org. About the Role Reporting to the Communications & Belonging Strategy Lead, the Communications & Content Specialist will provide hands-on support across a broad range of communications activities. We are seeking a strong communications generalist who brings creativity and passion, has strong written and verbal skills, and is an extremely organized and detailed project manager. Candidates must possess a high standard for quality, a strong editorial eye, organizational instincts to manage competing deadlines, and a commitment to building a culture of connection and belonging in America. Role Responsibilities Writing, Editing, and Content Development • Support the development of thought leadership content for Einhorn Collaborative’s senior leaders, including articles, speeches, and field- and public-facing statements., • Draft, edit, and refine a wide range of content, including newsletters, publications, website copy, social media, op-eds, talking points, and executive communications., • Maintain a consistently high editorial standard across all communications outputs, ensuring clarity, accuracy, and alignment with Einhorn Collaborative’s mission, values, and tone of voice. Project and Vendor Management • Manage timelines, workflows, and deliverables across multiple concurrent communications projects., • Coordinate and manage outside consultants, freelancers, and vendors, including designers, web developers, and media producers., • Track project status and ensure all stakeholders are informed and on schedule. Digital, Media, and Speakers Bureau • Monitor and manage incoming media requests, track coverage and media activity, and compile regular reports and social listening clips to measure and evaluate communications’ key performance indicators., • Support ongoing content development and maintenance across Einhorn Collaborative’s communications platforms, including website, newsletter, and social media channels, working with internal team members and external vendors as needed., • Assist in the production and coordination of new media initiatives, including print, digital, and multimedia content., • Manage Speakers Bureau activities, including tracking opportunities, coordinating logistics, and preparing executives for speaking engagements., • Monitor and support the organization’s presence across relevant media channels. Special Campaigns, New Creative Projects, and Event Support • Assist in the development of new communications opportunities to elevate the mission of Einhorn Collaborative and its partners through owned and earned media., • Assist in designing meaningful gatherings and events for grantee partners, peers, and other audiences in ways that model and advance our mission and values. Who You Are You’re an exceptional writer and editor. You have a strong eye for detail and voice. You can translate complex ideas into clear, compelling prose, and you make the work of others better. You’re a builder of deep, trusting relationships. You are people-driven. You listen deeply, engage with open-hearted curiosity, and bring warmth and rigor to every relationship. Partners and colleagues describe you as someone they can rely on: someone who shows up with both ideas and care. You have no interest in being transactional. You have high emotional intelligence and low ego. You are energized by collaboration with people across lines of difference. You see the work itself as the reward. You can hold difficult conversations, sit with ambiguity, and make high-stakes judgment calls without losing your footing or your warmth. You love bringing people together to make big things happen. You are organized and dependable with the project management instincts to keep multiple workstreams moving simultaneously. You thrive in a small, tight-knit team where no project or task is too big or too small, and every detail matters. You’re always learning. You are motivated to tackle new challenges, actively seek feedback, and contribute to the team’s continuous learning and improvement by modeling it in your own approach. You bring an assets-based approach to your work with grantee partners and colleagues alike. You have great tact, professionalism, and judgment. You are a highly trusted custodian of sensitive information, and you act with discretion. You use impeccable tact, professionalism, and sharp judgment to know what should be shared and with whom, maintaining relational trust and confidentiality. What You’ve Done • Bachelor’s degree., • Five or more years of experience in communications, journalism, content strategy, multimedia production, or a related field., • Demonstrated experience as a strong writer and editor across a range of content formats and audiences., • Experience managing communications projects, including stewarding external relationships and coordinating vendors and external consultants., • Familiarity with digital communications tools, content management systems, and/or podcast or media production workflows., • Experience supporting executive communications or thought leadership content preferred., • Background in or passion for the nonprofit, storytelling, philanthropic, or civic sectors strongly preferred., • Demonstrated ability to build meaningful and authentic relationships through deep listening, intellectual humility, genuine curiosity, and an openness and willingness to change your mind. Einhorn Collaborative Values • We’re driven by our mission: We’re a small and dedicated team who believe that addressing America’s crisis of connection is not only critically urgent, but possible. We believe the prevailing narratives of distrust and division are not only flawed, but reversible if we are willing to sit down, listen, learn, and share different perspectives., • We put relationships first: We put human connection at the center of everything we do. We treat others with open-hearted curiosity, compassion, and dignity. We are relational, not transactional, because trust is at the heart of true partnership and collaboration., • We believe we are better together: We actively seek opportunities to work among diverse groups of people to complement individual skillsets, knowledge, and expertise — both lived and academic. Working together, we find common ground and generate better ideas that can achieve more lasting outcomes., • We practice what we preach: We bring a spirit of mutuality to our relationships with funding peers and nonprofit partners. We provide perspective, a vast network, and resources, while our grantee partners determine key actions, metrics, and the support they need to achieve outcomes we both care deeply about., • We focus on a few key levers: We prioritize a few key levers that address critical aspects of today’s crisis of connection within a large, growing ecosystem. By providing targeted support, we believe we will make concerted advances toward our long-term vision., • We seek transformational impact: We seek out opportunities with the potential for outsized impact. Our collaborators learn, adapt, and spread core insights about human connection and belonging across settings and institutions that together transform systems and communities., • We’re always learning and improving: We define success for ourselves and our partners by what we learn together. We revisit assumptions, examine what’s working for whom and why, and pivot as necessary. We know even the best laid plans will change due to lessons learned on the ground., • We’re committed to each other, the work, and the journey: In order to help build a culture of connection and belonging in America, we recognize the work we must do as individuals to be students of our nation’s history, reflect on our hidden biases, and routinely engage with perspectives different from our own. Working at Einhorn Collaborative Einhorn Collaborative is committed to providing a total rewards package that is competitive within the philanthropic sector. The base pay for this role is anticipated to be $115,000-$135,000. Total compensation for successful candidates will be carefully determined based on a number of factors, including their skills, qualifications, and relevant work experience, and employees are eligible for a discretionary annual performance bonus. We offer competitive core benefits, including fully paid medical and dental insurance premiums for employees and dependents, generous employer-paid retirement contribution after the first full calendar year of employment, $5,000 annual professional development funds, two PTO days for board service obligations, and three weeks’ vacation time plus the last week of the year off when the foundation is closed between Christmas and New Year’s. Einhorn Collaborative requires all employees to live within a commutable distance from the office near Grand Central in New York City. Employees must work in the office at least three days a week (per current policy, subject to change). Perks of being in the office include an on-site gym, lunch, snacks, and a business casual dress code. Equal Opportunity Employer Einhorn Collaborative is committed to equal employment opportunity and providing reasonable accommodations to qualified candidates and employees pursuant to applicable law. We value and encourage diversity and solicit applications from all qualified applicants without regard to race, color, gender, sex, age, religion, creed, national origin, ancestry, citizenship, marital status, sexual orientation, physical or mental disability, medical condition, military and veteran status, gender identity or expression, genetic information, or any other characteristic protected by applicable federal, state, or local law. If you require reasonable accommodation as part of the application process, please contact: Barbara Wanasek (barbara@einhorncollaborative.org).

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 communica

Human Resources experience preferred, including HR Business Partner, Employee Relations, HR Generalist, or Operational HR leadership experience, with demonstrated senior leadership impact. Senior Manager, Human Resources Business Partner (HRBP) – ScanScape. As the Senior Manager, Human Resources B

Human Resources Administrator to ensure a consistent, positive employee experience. Partner with the Human Resources Manager on the administrative delivery of HR programs and initiatives. HR Generalist/Human Resources Business Partner experience, covering most or all areas of the HR function.

Assist in various HR projects such as virtual HR sessions, HR newsletters, open enrollment, and all hands meetings. Knowledge of HR processes, policies, and best practices. Discover how Bellese Technologies invests in you through a benefits suite that makes every day better.

Bizzell US, one of the fastest-growing companies in America, is seeking a dynamic Human Resources Generalist to perform administrative duties and responsibilities in support of Human Resources functions within the firm. The ideal candidate is a results-oriented, hands-on Human Resources professional

Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Bachelor's degree in Human Resources, Business Administration, or a related field required. Maintains the integrity and confidentiality of human resource

Human Resources Generalist (Minneapolis, MN – Remote). Bachelor’s degree in human resources, business, or closely-related field is preferred.

Defy Security is a fast-growing cybersecurity company helping enterprises nationwide reduce complexity and make smarter security decisions. Defy Security is an Equal Opportunity Employer committed to diversity, inclusion, and equity.

Employee Relations & Supervisor Support. As our organization continues to grow and evolve, we are investing in our people, systems, and organizational culture to ensure our employees have the support they need to do meaningful work serving communities across northern Minnesota. Justice North is seek

Human Resources, contact center, training, generalist, and manager. As an HR Service Center Manager will serve as a primary HR support resource, providing higher-level expertise to resolve complex issues and escalated cases. Experience with HRIS systems; specifically.

Minimum of 5–7+ years of progressive Human Resources experience, preferably in a Human Resources Business Partner, HR Generalist, or Employee Relations role. Bachelor's degree in Human Resources, Business Administration, or a related field. JOB DESCRIPTION | Human Resources Business Partner (HRBP)

Serve as a primary point of contact for employees and managers regarding HR policies, programs, and day-to-day HR matters. Administer employee onboarding, offboarding, and other employee lifecycle activities in partnership with Talent Acquisition, Payroll, IT, Finance, and managers. Support performa

Human Resources Generalist for TDS is responsible for supporting the employee lifecycle for a dynamic contingent workforce that includes employees working on short-term assignments or projects across multiple states in the US. Bachelors degree in Human Resources, Business Administration, or related

Step into the innovative world of LG Electronics. As a global leader in technology, LG Electronics is dedicated to creating innovative solutions for a better life. Our brand promise, 'Life's Good', embodies our commitment to ensuring a happier life for all. We have a rich history spanning over six decades and a global presence in over 290 locations. Our diverse portfolio includes Home Appliance Solutions, Media Entertainment Solutions, Vehicle Solutions, and Eco Solutions. Our management philosophy, "Jeong-do Management," embodies our commitment to high ethical standards and transparent operations. Grounded in the principles of 'Customer-Value Creation' and 'People-Oriented Management', these values shape our corporate culture, fostering creativity, diversity, and integrity. At LG, we believe in the power of collective wisdom through an inclusive work environment. Join us and become a part of a company that is shaping the future of technology. At LG, we strive to make Life Good for Everyone. About the Team - LG's Emerging Technology LabLG's Emerging Technology Lab (ETL) is the catalyst for technological innovation within LG’s CTO organization. Located in the Silicon Valley and New Jersey, we drive excellence across CTO organizations and business units by pioneering in select emerging technology areas. As the Center of Excellence (CoE), we define and shape key technology domains, setting strategic directions that foster impactful internal and external partnerships to deliver measurable business value.About the Position - Embodied AI ResearcherWe are seeking an exceptional Embodied AI Researcher to help realize LG’s vision of theZero-labor Home.This hybrid role offers a unique opportunity to develop generalist robot intelligence and deploy it at scale in next-generation LG home robot platforms. You will work at the frontier of embodied intelligence while seeing your research transition into real-world products used by millions.What You Will Do:Conduct fundamental and applied research to advance the state of the art in Embodied AI, with the support to publish at top-tier conferences and contribute to the broader scientific community.Develop next-generation Robot Foundation Models to advance robot capabilities such as 3D spatial reasoning, dexterous manipulation, zero-shot task generalization, long-horizon planning, and safe human-robot interaction.Train multimodal models that integrate vision, language, tactile sensing, and proprioception to achieve robust real-world performance.Architect scalable data pipelines that combine high-fidelity simulation, generative AI, and real-world data collection to fuel large-scale model training.Collaborate with global research teams and hardware partners to integrate embodied AI technologies into LG’s consumer ecosystem.Contribute to defining technical strategy and long-term research roadmaps that shape LG’s embodied AI initiatives.Why This Opportunity Is Unique:Operate at the intersection of frontier AI research and large-scale consumer deployment, where breakthroughs transition rapidly from papers to products.Enjoy strong support for research ownership and collaboration, including the opportunity to work and publish with leading universities and AI labs.Engage with startups and industry collaborators to co-design hardware–software systems and validate them in real-world applications.Expected Qualifications:PhD in Computer Science, Robotics, Machine Learning, or a related technical field with a strong publication record Research and engineering expertise in one or more of the following areas:Robot Foundation Models (e.g., VLA, LBM, Diffusion/Flow Matching for manipulation and locomotion),World Model training for robot action prediction,Spatial Intelligence (self-supervised visual foundation models, 3D scene reconstruction, embodied scene understanding),Multimodal representation learning across vision, language, and tactileLearning from human demonstrations and self play.Excellent written and verbal communication skills, with the ability to clearly articulate complex technical ideas across research and engineering teams.Proven ability to work independently and independently drive technically ambitious research projects in dynamic and fast-moving environments.Nice-to-have:Hands-on experience with robot HW systems, including manipulators or mobile robots, and sensors such as RGB/Depth cameras and FT/Tactile sensors.Experience with physics-based simulation platforms (e.g., PyBullet, MuJoCo, Isaac Sim) for large-scale data generation, experimentation, and evaluation.Compensation: the base salary range is between $150k-$210k, depending on experience and location. Additional compensation incentives are also included.#L1-JH1#L1-HybridRecruiting Range$150,000—$210,000 USDBenefits Offered Full-Time Employees:No-cost employee premiums for you and your eligible dependents for competitive medical, dental, vision and prescription benefits.Auto enrollment with immediate vesting of competitive company matching contributions in a 401(k) Retirement Savings Plan with several investment options.Generous Paid Time Off program that includes company holidays and a combined bank of paid sick and vacation time. Performance based Short-Term Incentives (varies by role).Access to confidential mental health resources to help you and your loved ones improve your quality of life. Personal fitness goal incentives.Family orientated benefits such as paid parental leave and support for families raising children with learning, social, behavioral challenges, or developmental disabilities.Group Rate Life and Disability Insurance.Benefits Offered Temporary/Contractors: Eligible for the relevant benefit programs offered through our partner agencies.Privacy Notice to California ApplicantsApplicants who need assistance or a reasonable accommodation during the hiring process may contact our team by phone at: 973-477-7090 or support@lg4me.freshdesk.com. This email and phone number will only reply to accommodation requests and is not intended for general employment inquiries.All qualified applicants will be considered for employment without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, protected veteran status, or any other characteristic protected by applicable federal, state, or local law.In addition to the above, LG believes that pay transparency is a key part of diversity, equity, and inclusion. Our salary ranges take into account many factors in making compensation decisions including but not limited to skillset, experience, licensure, certifications, internal equity, and other business needs. While we consider geographic pay differentials in final offers, because we operate in many geographies where applicable, the salary range listed may not reflect all geographic differentials applied.

Human Resources Bathhouse is where the sauna meets the social scene. Thermal pools, steam rooms, and elite hands-on treatments all in a sleek, high-energy space. We're the intersection of wellness and social. Equal parts sanctuary and scene. We build spaces where anyone, with any body, can show up and feel better leaving than they arrived. Job Description: We are looking for an HR Generalist to support our rapid multi-market expansion from NYC into Philadelphia and beyond. This role owns employee relations, policy execution, and HR partnership across a growing footprint of locations. You will work closely with site leadership to navigate the realities of scaling a people-first brand in new markets. We're looking for someone with the ability to build structure without losing the human touch that makes Bathhouse what it is. Responsibilities: • Interprets company policies and counsels employees on employment issues. Assists with the implementation of new company policies and ensures compliance., • Consults with supervisors and managers on basic labor and employee relations issues., • Assists management at the tactical level to resolve issues and develop solutions., • Partners with the management team to effectively facilitate, administer, and execute established performance management processes such as, 1:1s, coaching discussions, disciplinary action, performance development or improvement plans, and formal performance reviews., • Participates in the recruitment and selection process for internal candidates. Responsible for interviewing and providing feedback on hiring decisions. Compensation to determine equitable employment offers., • Partners with other company functions to disseminate departmental or company-wide communications effectively., • Coordinates departmental changes including promotions, transfers, equity adjustments and restructures. Partners with management to create and/or update existing job descriptions as necessary., • Delivers training and development programs in partnership with departments as needed., • Actively support organizational change and continuous improvement efforts in conjunction with the Organizational Development (OD) team Qualifications: • 1-3 years HR-related experience, • Knowledge of HR policies and procedures along with general knowledge of employment laws and practices (ADA, FMLA, EEO, etc..)., • Experience in staffing to include job postings, recruitment and onboarding, • Must have excellent communication skills, • Solid analytical and problem-solving skills, • Experience using HRIS system a plus, • Able to perform duties with moderate supervision, • Maintains a high level of confidentiality Compensation & Benefits: • Job Type: Full-time. Flexible weekend availability required., • Compensation: $90-100k, • Benefits:, • Medical, Vision & Dental insurance, • PTO, • 401K, • Free unlimited admission to Bathhouse with a plus one., • 50% off services, products, and restaurant.

Position Summary Reporting to the Directors and Managers of Human Resources and Faculty Affairs and working closely with Sr. Generalists/Generalists, the HR & FA Casual provides administrative support to the Basic Science Pod during peak volume. This role primarily supports multiple departments, hosting summer student programs, and helps provide vacation coverage for the team. The incumbent will also assist with the increased processing volume of Short-Term Visitors (STVs), Visiting Student Interns (VSIs), and high-volume fiscal year appointment/reappointment activities. Responsibilities • Summer program support (multi-department):, • Provide administrative HR/FA support to departments running summer student programs, including coordinating intake documentation, tracking status, and responding to routine inquiries., • Assist with on-boarding logistics and ensuring required steps are completed on time., • Short-Term Visitors (STVs) & Visiting Student Interns (VSIs):, • Assist with high-volume processing of STVs and VSIs (e.g., collecting forms, creating/maintaining tracking logs, routing for approvals, and preparing files for processing). Support timely communication with visitors, Principal Investigators (PIs) and Department Administrators (DAs)., • Visitor/immigration coordination (as applicable):, • Assist with J-1 visitor visa processing in collaboration with International Students and Scholars Office (ISSO) by gathering documentation, monitoring checklist completion, and supporting follow-ups., • Compliance and on-boarding requirements:, • Help ensure required compliance steps are completed (e.g., Medical Surveillance, research/lab training, other required acknowledgements) by tracking completion and flagging delays for follow-up., • Appointments and reappointments (peak cycle support):, • Assist with appointments and reappointments during high fiscal-year volume, including preparing appointment packets, submitting and tracking progress of submitted transactions., • Assist with student-related appointments (e.g., Graduate Research Assistants, Teaching Assistants, Short-Term Student Casuals) as assigned., • Vacation coverage / generalist support:, • Assist with team coverage for Sr. HR/FA Generalists/Generalists during summer vacations by helping with routine tasks and follow-ups., • Other administrative tasks:, • Perform additional HR/FA administrative duties as assigned to support peak-period operations. Minimum Qualifications • High school graduate or current undergraduate student Preferred Qualifications • Undergraduate student enrolled in a Bachelor's program related to Human Resources, Business Administration, or a similar field, • Prior administrative experience (office, customer service, or academic program support) is an asset, • Strong written and verbal communication skills, • Ability to manage multiple tasks, prioritize deadlines, and work effectively in a fast-paced, high-volume environment, • Attention to detail and ability to handle confidential information appropriately Equal Opportunity Employer / Disability / Veteran Columbia University is committed to the hiring of qualified local residents.

High End Luxury Retailer seeks a Human Resource Generalist to join their team! Responsibilities: • Supports all aspects of the New York-based Human Resource Department. From interviewing to on-boarding; from time and attendance to performance management; from workplace investigations to wellness programs, the Human Resources Generalist represents the Company to prospective hires and long-term Employees., • Through partnership and teamwork ensures all administrative responsibilities of the entire Department are executed with excellence., • Escalates issues appropriately Ensures that all Employees receive exceptional, timely and confidential support., • Ensures that all Employees in the local facility feel supported to achieve success in their roles., • Through partnership with local leadership, ensures that all employee relations and employee performance issues including terminations and reviews follow Company protocols., • Ensure that Employees and the Company's value proposition is realized through the following tasks and activities: New Hire On-Boarding Welcome Packets, Orientations, Benefits Orientations, Building Tours, Colleague Contact Programming, • Entering Employees into ADP, • New Hire paperwork, • On-site Wellness programs, • Unemployment claims, • FMLA, NYSPFL, Disability requests and communication, • Reviewing Time & Attendance on ADP Timecards, • Employee relations, • Written Performance Counseling Employee terminations including termination checklists, • Benefits claims issues, • Employee appreciation events, • Retirement planning meetings Qualifications: Bachelor's degree 3+ Years Experience in a Human Resources

The Global Technology (GT) organization at JPMorganChase is a world-class technology team of 65,000+ technologists across 20+ technology hubs worldwide with $20B+ in annual technology investment. GT develops high-quality technology products and solutions for JPMC’s millions of clients and customers, and 320,000+ employees—everything from employee and infrastructure platforms to big data and mobile solutions, innovations in agentic / generative AI, electronic payments, cybersecurity, machine learning, cloud development, and more. The Global Technology Strategy (GTS) team is an internal management consulting team that works closely with GT Leadership—the Firm’s CIOs, CISO, CTO, and other senior technology leaders—to drive technology strategy, enable innovation, and solve the biggest technology problems across the firm. We work on several types of strategy projects, including problem sizing/solutioning, process reimagination, operating model and organizational design, firmwide transformation, and more, to help JPMC define how technology should be utilized to enable the firm’s overall business strategy, including in areas such as AI/agentic, data strategy, technology infrastructure, line of business technology, product development lifecycle etc. As an Analyst on the Global Technology Strategy team, you will utilize the strategy consulting toolkit—problem framing, critical thinking, analysis and synthesis, executive communication/narrative, stakeholder management, and more—to play a crucial role in defining and deconstructing technology problems for the organization. When someone joins the Global Technology Strategy team, they accelerate their career by working on high-impact and complex problems, learning and applying industry-leading technology practices, and becoming part of a highly collaborative team that prioritizes professional development and ownership. Job ResponsibilitiesSupport projects to resolve complex, cross-cutting, executive-level problems faced by the GT organizationStructure ambiguous, open-ended problems into clear questions and hypothesesConduct quantitative and qualitative analysis of market, competitive, and technology trends to inform the firm’s strategic positioningProvide recommendations to align technology with business goals and risk tolerancePartner with technology and business stakeholders to determine if recommendations are technically grounded and feasibleTurn analysis into clear, persuasive narratives that provides the audience with the “so what” instead of just the dataBuild executive-grade deliverables that resonate with both technical and non-technical senior audiencesSupport the evaluation and adoption of emerging technologies, with a particular focus on AI and agentic systems, including their governance, risk, and operating model implications in a regulated environmentRequired qualifications, capabilities, and skills2+ years of strategy/diverse problem-solving experience (e.g., with a top management consulting firm or in other generalist problem-solving environments across technology sectors)Undergraduate degree Ability to communicate effectively and confidently (both oral and written) across various subject areas and levels of the organizationExperience with cross-functional collaboration (e.g., influencing stakeholders, working with diverse teams) across all levels of the organization including senior executivesAbility to work in a team environment and independentlyExcellent and efficient skills using MS Excel and PowerPoint toolsPreferred qualifications, capabilities, and skills Working knowledge/hands on experience leveraging various AI tools and agentic systems (e.g., Claude, ChatGPT, MSFT CoPilot)Knowledge of enterprise technologies and trends; ability to learn quickly as the technology landscape continues to rapidly evolve JPMorganChase, one of the oldest financial institutions, offers innovative financial solutions to millions of consumers, small businesses and many of the world’s most prominent corporate, institutional and government clients under the J.P. Morgan and Chase brands. Our history spans over 200 years and today we are a leader in investment banking, consumer and small business banking, commercial banking, financial transaction processing and asset management. We offer a competitive total rewards package including base salary determined based on the role, experience, skill set and location. Those in eligible roles may receive commission-based pay and/or discretionary incentive compensation, paid in the form of cash and/or forfeitable equity, awarded in recognition of individual achievements and contributions. We also offer a range of benefits and programs to meet employee needs, based on eligibility. These benefits include comprehensive health care coverage, on-site health and wellness centers, a retirement savings plan, backup childcare, tuition reimbursement, mental health support, financial coaching and more. Additional details about total compensation and benefits will be provided during the hiring process. We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. We also make reasonable accommodations for applicants’ and employees’ religious practices and beliefs, as well as mental health or physical disability needs. Visit our FAQs for more information about requesting an accommodation.JPMorgan Chase & Co. is an Equal Opportunity Employer, including Disability/VeteransOur professionals in our Corporate Functions cover a diverse range of areas from finance and risk to human resources and marketing. Our corporate teams are an essential part of our company, ensuring that we’re setting our businesses, clients, customers and employees up for success.Full timePosting Date: 2026-08-14

People Partner, Data Cloud, Storage link Copy link Email a friend In accordance with Washington state law, we are highlighting our comprehensive benefits package, which is available to all eligible US based employees. Benefits for this role include: Health, dental, vision, life, disability insurance Retirement Benefits: 401(k) with company match Paid Time Off: 20 days of vacation per year, accruing at a rate of 6.15 hours per pay period for the first five years of employment Sick Time: 40 hours/year (increased to 69 hours/year for Seattle) including 5 discretionary sick days per instance Maternity Leave (Short-Term Disability + Baby Bonding): 28-30 weeks Baby Bonding Leave: 18 weeks Holidays: 13 paid days per year Note: By applying to this position you will have an opportunity to share your preferred working location from the following: Sunnyvale, CA, USA; Kirkland, WA, USA; New York, NY, USA. Minimum qualifications: Bachelor's degree or equivalent practical experience. 9 years of experience as an HR business partner or HR generalist supporting leaders at global companies. Experience in organizational effectiveness, including workforce planning and organizational design. Experience with organization transformations across multiple regions and integrating tenured teams with new capabilities and talent. Experience with organizational design, succession planning, performance management, business consulting, compensation and rewards, recognition programs, culture keeper, employee engagement, coaching and development, talent management, conflict resolution, talent acquisition, data analysis, and employee relations. Preferred qualifications: Experience working as a management consultant, working with external clients. Ability to work within constraints as well as to challenge the status quo. Ability to be comfortable with ambiguity and to be a part of deeply complex strategy discussions. Excellent investigative and problem-solving skills. Ability to analyze data, understand trends and develop recommendations for action based on the analysis. Excellent communicator with the ability to build relationships with executive leaders and a complex set of stakeholders to drive organizational change. About the job People Operations strives to revolutionize human resources the same way that Google has revolutionized search. We are helping to find, grow and keep the remarkable assemblage of talent who are our Googlers. You'll be an advocate of Google's culture and values, partnering with our business leaders to help them build their organizations and make sure all people decisions are based on data. Whether coaching our clients on how to lead their teams, navigating and resolving employee relations issues or managing programs that help develop our Googlers, you are exceptionally focused on putting them first, and being as clear and transparent as possible to help Googlers understand how people decisions get made. In this role, you will support executive leaders within the Data Cloud Storage team, which delivers world leading storage infrastructure and trusted, innovative and efficient solutions to store the world's information in the AI era. As a People Partner and a leadership team member, you will address organizational issues with people-focused solutions aligned with business goals. You will develop a data-driven people strategy to empower Googlers, innovating work processes and collaborating cross-functionally on talent acquisition, development, motivation, and organizational structure. You will be involved in direct collaboration with Google teams to execute programs in compensation, performance management, and talent development. Responsibilities Consult with Google's leaders to create a comprehensive people plan to influence lasting change over large functions at Google. Solve problems and get to the root cause of any issue, no matter how complex, and design and quickly implement solutions that cut across multiple disciplines, even those beyond people and organizational solutions. Provide expertise in the following areas: talent and performance management, change management, leadership coaching, data analysis and insights, employee relations and strategic development.

As the main point of contact for assigned programs, the HR Specialist is involved in developing and maintaining relationships with program and support departments, assisting candidates through the onboarding process, and collaborating with the Talent Acquisition and HR teams to ensure efficient onboarding. Responsibilities include processing transactions in ATS and ADP systems, managing general inquiries, maintaining updated employment policies, overseeing the offboarding process, and traveling to program sites weekly. Additionally, the role involves providing data entry support, assisting with HR event planning, co-facilitating New Staff Training, and performing other HR-related tasks and special projects as needed. Reports to: HR Manager, Human Resources Location: 305 7th Avenue, New York, NY 10001 Hours: 35 hours per week/Non-Exempt Salary: $55,000-$61,000 Yearly Major Duties: • Develop and maintain relationships with program and support departments as the direct point of contact for assigned programs, • Assist candidates through their onboarding process, which includes: creating offer letters, sending onboarding paperwork, collecting and completing I9 documentation, education and applicable certifications for licensed professionals, • Collaborate with the Talent Acquisition team and HR Administrator team to ensure that onboarding process is moving efficiently, and communicate changes within assigned areas, including resignations, declined offers, and safety assessment., • Elevate any employee concerns or grievance to HR Manager, • Process transactions in ATS and ADP systems, including: new hires, promotions, transfers, and terminations. Work with the payroll department to submit documentation by the payroll deadline., • Manage and respond to general requests and inquires, including managing employee inquiries and communication submitted via email and the HR Hotline, • Maintain updated information and have knowledge of employment policies and practices, • Manage the offboarding process: exit interviews, processing accrual payouts and long term service awards and other related tasks, • Travel to a program site in assigned areas at least 1x per week, • Provide data entry support and report generation, • Assist with planning and coordinating HR events, including Staff Recognition Day, • Co-facilitate New Staff Training, • Perform other department or agency-related duties or special projects as directed Qualifications: • Bachelor's degree preferred; High School Diploma required, • Must have at least 3 years' experience working in an HR Specialist, Generalist, Recruitment, or similar capacity in a Human Resources role, • Experience working with an HRIS system a must; experience with ATS software a plus, • Must have attention to detail and excellent communication skills, • Must be proficient in business software, particularly Microsoft Office Suite, • Capability to transition easily between working independently with high degree of self-initiative and contributing as part of a team., • Able to use public transportation throughout New York City for travel to Good Shepherd locations.

The HR Advisor serves as the primary Human Resources partner for assigned business units, providing guidance and support to leaders and employees across a broad range of HR functions. This role is responsible for managing employee relations matters, supporting performance management, driving employee engagement initiatives, and ensuring the consistent application of company policies and practices. The HR Advisor operates independently, partnering directly with site leaders and department managers to address workforce challenges, support talent development, and foster a positive employee experience. This position requires strong judgment, the ability to navigate complex employee situations, and a proactive approach to supporting business objectives while maintaining compliance with employment laws and company policies. Essential Job Functions Business and Leadership Support • Partner directly with site leaders and department managers to provide day-to-day HR support and guidance., • Build strong working relationships with leaders to understand workforce needs and operational challenges., • Coach managers on employee performance, engagement, attendance, accountability, and development., • Support workforce planning, succession planning, and talent review discussions., • Assist leaders in addressing employee concerns and developing effective solutions to workplace challenges., • Provide recommendations on organizational and people-related matters to support business objectives., • Gather business insights and partner with HR Centers of Excellence to develop solutions that meet organizational needs. Employee Relations • Serve as the primary resource for employee relations matters within assigned business units., • Conduct comprehensive investigations, making fact-based recommendations to support Company policy, procedures, and expectations., • Recommend and support corrective actions, the performance management process, and other employee interventions., • Partner with leaders to resolve employee issues in a fair, consistent, and timely manner., • Maintain thorough documentation of investigations, employee relations matters, and employment actions., • Escalate sensitive, complex, or high-risk matters to HR leadership, as appropriate. HR Programs & Compliance • Support leaders throughout the performance management process, including coaching, documentation, and performance reviews., • Assist with talent identification, development planning, and succession planning efforts., • Ensure consistent administration and application of HR policies, procedures, and programs., • Provide guidance on company policies, benefits, leave administration, accommodations, and employment practices., • Maintain knowledge of federal, state, and local employment laws and regulations., • Analyze workforce data and trends, including turnover, attendance, and employee relations activity, to identify opportunities for improvement., • Support compliance initiatives, audits, and reporting requirements. Culture, Engagement & Change • Champion a positive, inclusive workplace culture by advising leaders on engagement strategies and employee experience initiatives., • Support organizational change efforts, including restructures, role transitions, and workforce communications., • Support employee engagement initiatives designed to improve retention, morale, and workplace culture., • Assist leaders in interpreting employee feedback and developing action plans to address identified opportunities., • Participate in employee meetings, site visits, and engagement activities to maintain visibility and accessibility., • Promote and reinforce company values and a positive employee experience. Duties, responsibilities, and activities may be assigned or changed from time to time. Preferred Qualifications Education & Experience • Bachelor's Degree in Human Resources, Business Administration, or equivalent work experience., • 5+ years of progressive HR experience, including demonstrated expertise as an HR Generalist, HR Business Partner, or HR Advisor., • Proven track record managing complex employee relations matters independently., • PHR or SPHR certification preferred; SHRM-CP or SHRM-SCP also valued. Technical Skills • Strong proficiency in Microsoft Office Suite (Word, Excel, PowerPoint)., • Experience with HRIS platforms, such as Oracle HCM, preferred., • Ability to analyze HR data and translate metrics into actionable insights for leadership. Knowledge & Competencies • Thorough knowledge of HR governance and employment law (EEOC, FLSA, FMLA, HIPAA, ADA, state-specific regulations)., • Demonstrated ability to oversee confidential matters with discretion and sound judgment., • Operates independently with minimal oversight on complex issues; exercises sound judgment on matters with significant organizational exposure., • Strong consultative presence credible, trusted, and influential with managers at all levels., • Excellent written and verbal communication skills; able to convey complex topics clearly and persuasively., • Strong listening, coaching, and interpersonal skills; capable of building genuine relationships across diverse employee populations., • Comfortable managing competing priorities in a dynamic, fast-paced environment., • Up to 25% of travel is required to support assigned business locations. Salary: up to $84,000/year base salary + bonus eligibility This is an estimated range based on the circumstances at the time of posting, however, may change based on a combination of factors, including but not limited to skills, experience, education, market factors, geographical location, budget, and demand. Benefits We offer a comprehensive benefits plan including: • Medical, • Dental, • Vision, • Flexible Spending Account (FSA), • Employee Assistance Program (EAP), • Life & AD&D Insurance, • Disability, • Paid Time Off, • Paid Holidays Beware of Fraud! Hub Group has become aware of online recruiting related scams in which individuals who are not affiliated with or authorized by Hub Group are using Hub Group's name in fraudulent emails, job postings, or social media messages. In light of these scams, please bear the following in mind: • Hub Group will never solicit money or credit card information in connection with a Hub Group job application., • Hub Group does not communicate with candidates via online chatrooms such as Signal or Discord using email accounts such as Gmail or Hotmail., • Hub Group job postings are posted on our career site: https://www.hubgroup.com/careers

Produces various HR-related reports as requested by HR staff and reports for compliance tracking (in-services, talent reviews, licensures/certifications, NEO attendance, etc. The Generalist assists in day-to-day Human Resources functions in the following areas: Human Resources Information Systems (H

Founded in 1988, Robin Hood finds, fuels, and creates the most impactful and scalable solutions lifting families out of poverty in New York City. The largest poverty fighting organization in New York City, Robin Hood partners with top nonprofits in New York City and invests in legal services, housing, meals, workforce development training, education programs, and other vital services that give New Yorkers in need the tools they need to build better lives. The programs it funds are often the first of their kind and serve as demonstration models to identify what works before being replicated in other cities. Because its Board of Directors covers 100% of all administrative, fundraising, and evaluation costs, every dollar donated goes directly to organizations helping New Yorkers in need. Building on our 30 years of experience, Robin Hood is expanding our impact with an explicit focus on lifting families sustainably and measurably out of poverty through supporting the most effective community partners; influencing public policy; raising our thought leadership profile; importing and exporting effective ideas and strategies nationally; and building new collaborations with strategic partners. As New York City emerges from the worst of the global pandemic, we are focused on getting families back on their feet; getting kids back on track; and getting New Yorkers back to work. The Associate Manager, Operational Efficiency is the operational hub and generalist of the team; a detail-oriented, people-centered practitioner who keeps Robin Hood's People & Culture function running smoothly. As a generalist, this role provides broad support across the P&C function, lending a hand wherever the team needs it whether supporting recruitment, coordinating a compliance filing, or helping a team member meet a deadline. Within that generalist scope, this role holds clear primary ownership in two areas: onboarding and offboarding and event execution. The Associate Manager owns the scheduling and coordination of the full onboarding experienceensuring every new hire feels welcomed, prepared, and set up for success from day oneand serves as the execution lead for all P&C events, managing logistics and on-the-ground coordination from start to finish. Beyond those areas, this role provides essential administrative support across recruitment (scheduling, posting, tracking, and reporting), talent management (review cycle monitoring and recordkeeping), and HRIS data entryall in close partnership with the Senior Managers who own and oversee each function. This role is also a primary point of contact for staff navigating everyday payroll questions. The Associate Manager partners closely with Finance to ensure benefits and payroll are administered accurately and on time, serving as the critical communication link between the P&C team and Finance on employee changes, leave updates, and benefits transactions. Success in this role requires exceptional attention to detail, strong follow-through, and a genuinely proactive, solutions-oriented approach to the work. Key responsibilities include, but are not limited to: • Onboarding (15%), • Own and execute the end-to-end onboarding process for all new hires including background checks, I-9s, wage forms, and all legally required documentation ensuring everything is completed, processed, signed, and saved accurately and on time., • Own the scheduling and coordination of the full onboarding experience from new hire orientation through early milestone check-ins ensuring every new hire has the tools, information, and support they need to get started successfully., • Conduct new hire orientation end-to-end, including an overview of Robin Hood's handbook, policies, benefits, time and attendance, time-off, professional development programs and HRIS/HCM., • Communicate all new hire information to Finance in a timely manner to ensure accurate and on-time payroll setup., • Partner with the Senior Manager, People Operations, Systems & Compliance to continuously identify and implement process improvement opportunities across the onboarding experience., • Offboarding (10%), • Own and execute all offboarding tasks for departing staff including HRIS termination, timely deprovisioning of Robin Hood assets, COBRA processing and generation of the Payroll and Benefits Termination Summary and communicating all changes to Finance promptly to ensure accurate and timely final pay and benefits processing., • Conduct benefits and payroll exit meetings, ensuring departing staff understand how their pay and benefits will be handled through their last day and beyond., • Continuously identify and implement process improvement opportunities across the offboarding experience., • Talent Acquisition (25%), • Provide comprehensive administrative support to the Senior Manager, Talent Lifecycle & Engagement across all active searches including posting open roles to the careers page and external job boards, maintaining accurate and up-to-date job listings, scheduling and coordinating candidate screenings, hiring manager interviews, and panel interviews, and ensuring timely, professional communication with candidates and interviewers throughout the process., • Maintain organized recruiting records across all open and closed searches, including resume banks, pipeline tracking, recruiting reports, and applicant data; generate weekly status reports for the Senior Manager, Talent Lifecycle & Engagement on open positions, pipeline activity, and candidate status., • Support Summer Associate and intern recruiting logistics and program coordination in partnership with the Senior Manager, Talent Lifecycle & Engagement., • Talent Management (5%), • Support the performance review cycle by monitoring completion status, sending timely reminders to managers and employees, and maintaining accurate and up-to-date records in the HRIS and performance management system., • Track goal-setting activity and mid-year check-in completion across the organization; flag outstanding items to the Senior Manager, People Operations, Systems & Compliance for follow-up., • HRIS & Payroll (20%), • Maintain accurate employee data in the HRIS/HCM across the full employee lifecycle from new hires, status changes, compensation updates, benefit changes, leaves, to terminations ensuring Finance receives timely, accurate information on all changes affecting payroll and benefits., • Partner closely with Finance on all payroll-related P&C tasks, including pay cycle coordination, benefits updates, and any changes affecting compensation; escalate systems-related issues to the Senior Manager, People Operations, Systems & Compliance., • Support the Senior Manager, People Operations, Systems & Compliance with data entry, tracking, and HRIS-related tasks as needed., • Support the administration of Robin Hood's tuition reimbursement program by coordinating payment processing with Finance in partnership with the Senior Manager, Talent Lifecycle, ensuring timely and accurate reimbursement for eligible staff., • Immigration Management (5%), • When immigration needs arise, coordinate with outside immigration counsel on active visa cases, track visa statuses and renewal deadlines, and ensure all required documentation is collected, organized, and maintained accurately., • Serve as the primary internal point of contact for immigration matters, keeping the CPCO and affected employees informed and ensuring no deadlines are missed., • Records Retention & Compliance Support (5%), • Create and maintain digital and hard copy employee personnel files in compliance with applicable legal retention requirements (8-year standard)., • Support the Senior Manager, People Operations on EEO-1 reporting, annual benefits audits, and other compliance filings as needed., • Process employment verifications and maintain up-to-date org charts and staff directory., • Event Execution (10%), • Support the execution for all P&C events including all-staff engagement events, recognition programs, and team activities by managing logistics, vendor coordination, and on-the-ground execution., • Partner with the Senior Manager, Talent Lifecycle on event programming and timing, ensuring events align with the broader engagement and retention strategy., • Growth & Development (5%), • Gain deeper expertise in talent acquisition, talent management, and HR systems and data, taking on more project-based and strategic work as capacity grows and the role evolves., • In partnership with the P&C team, continuously identify and embed tools including AI-powered solutions and process automation that reduce time spent on routine administrative tasks, increasing capacity for higher-impact work and contributing to the overall operational efficiency of the P&C team. Qualifications • A bachelor's degree is preferred, though candidates with equivalent professional experience are encouraged to apply., • SHRM or HRCI Certification preferred., • Minimum of 4 years of experience in human resources, people operations, or a closely related administrative or coordination role, with exposure to complex HR tasks including talent management support, onboarding and offboarding ownership, benefits administration, compliance, and immigration coordination preferred.

Are you ready to give back to the community while pursuing your passion? For over 50 years, Acacia Network and its affiliates have been committed to improving the quality-of-life and wellbeing of underserved communities in New York City and beyond. We are one of the leading human services organizations in New York City and the largest Hispanic-led nonprofit in the State, serving over 150,000 individuals every year. Our programs serve individuals at every age and developmental level, from the very young through our daycare programs to mature adults through our older adults centers. Our extensive array of community-based services are fully integrated, bilingual and culturally competent. Under supervision of the Director of Human Resources, the Human Resources Coordinator will support the functional and administrative duties of the Human Resources Department. The Human Resources Coordinator must be able to work effectively in a team environment as well as work independently, establish workload priorities, manage multiple tasks, take initiative and work under pressure to perform and complete a high volume of work with speed and accuracy to meet established deadlines. This position has no managerial or supervisory responsibilities. • Assists in the on-boarding process for all new hires., • Coordinate's completion of all steps the pre-employment process to include background checks, reference checks, employment verifications and collection of required documents (diplomas, degrees, IDs, certifications, licensures, etc.), • Completes New Hire Checklist in its entirety for all new hires to ensure compliance and legally sound hiring practices., • Ensures new hires receives health insurance packet and enrollment forms., • Prepares final employee file for all new hires ensuring proper filing of all documents and HR forms consistent with departmental standards., • Responsible for effective and efficient management of pre-employment background check processes under OCFS/DOE, • Provides Pre-Employment Process Training to all newly hired Human Resources Coordinators., • Serves as Justice Center liaison in Human Resources Generalist absence. Follows all applicable steps in process., • Complete coping, scanning and archiving projects for the HR Department as needed., • Assist in monthly audits as needed., • Maintain licensure and certification renewal database, ensuring timely renewals., • Ensures terminated employee files are removed from active status and filed in terminated area in a timely manner., • Assists with tracking and compliance of various Human Resources deliverables (Annual Mandatory In services, Talent Reviews, Open Enrollment, etc.), • Assists Director of Human Resources in various HR related projects and initiatives as needed, • Assists with various hiring projects, job fairs, filing projects and audits for Acacia Network., • Provides general support to Human Resources department., • Serve as a back for the HR Assistant needed., • All other duties as assigned., • 2+ years previous relevant experience in Human Resources Healthcare Industry experience preferred., • High School Diploma required., • Bachelor's Degree in Human Resources Management, Organizational Development, Business Management, or an equivalent related field preferred., • Knowledge of HR functions including recruiting and hiring, benefit administration and compensation preferred., • Experience with medical/dental/life insurance enrollment and administration., • Knowledge of federal and state labor laws., • Ability to use business acumen to exercise good judgment and decision-making., • Ability to deal with sensitive issues with diplomacy and discretion., • Must be able to multitask with strong organizational skills., • Strong PC skills including MS Office, HR Perspective/HRB and EZ Labor preferred., • Excellent interpersonal skills and able to communicate both verbally and in written form., • Commitment to cultural diversity and sensitivity., • Ability to maintain a professional demeanor under pressure and operate with a keen sense of urgency and commitment to quality. Acacia Network provides a comprehensive and competitive benefits package to our employees. In addition to a competitive salary, our benefits include medical, dental, and vision coverage. We also offer generous paid time off, including vacation days and paid holidays, to support a healthy work-life balance. We prioritize the well-being of our employees both professionally and personally. As an Equal Opportunity Employer, we encourage individuals from all backgrounds to apply.

Publicis Media harnesses the power of modern media through leading agency brands Dysrupt, Infinite Roar, Publicis Collective, Publicis Health Media, Spark Foundry, Starcom and Zenith, as well as global accelerator PMX; immersive experience group PMCI (inclusive of Picture Motion and RDL Worldwide); and access to integrated platform-based technologies and offerings from CJ, Epsilon and Influential. A key business solution of Publicis Groupe, Publicis Media's digital-first, data-driven global solutions deliver client value and drive growth in a platform-powered world. It is present in over 100 countries with over 23,000 employees worldwide. The Associate, Talent plays an important role in supporting the Talent team through administrative coordination and project support. This role is ideal for someone with strong customer service skills who is looking to build a career in Human Resources as an HR Generalist. The position helps connect employees with key functions across the organization, including payroll, benefits, new hire onboarding, and terminations. Success in this role requires strong communication skills, active engagement with our employee population, excellent organization, and close attention to detail. The ideal candidate will be able to manage responsibilities effectively in a fast-paced, demanding, and collaborative work environment. • Coordinate administrative communication related to employee inquiries, • Serve as a liaison among Talent, Payroll, Benefits, IT, Operations, and employees, • Manage and maintain accurate data across internal systems, • Submit IT tickets to ensure employees have the required software and drive access, • Ensure all payroll-related processes are submitted in our HRIS platform by applicable deadlines, • Prepare weekly, monthly, and annual reports for the Human Resources team, • Own and manage new hire onboarding, offboarding, and internal mobility processes, • Act as the first point of contact for general employee requests across offices, answering questions and directing employees to the appropriate resources, particularly for new hires, internal transfers, departures, and personnel or medical leaves, • Complete a variety of administrative assignments accurately and on time, • Support ad hoc projects as needed, including data reporting, in-office events, and other HR initiatives, • Maintain confidentiality and discretion at all times, • Minimum of 1 year of relevant Human Resources or administrative experience, • Proficiency in Microsoft Office programs, including Word, Excel, PowerPoint, SharePoint, Power Automate, and Copilot, • Highly organized, adaptable, and able to effectively prioritize and manage time, • Able to handle confidential information with professionalism and discretion, • Proactive self-starter with the ability to manage multiple projects and deadlines, • Strong written and verbal communication skills, • Demonstrates analytical thinking, sound judgment, strong organizational skills, and a collaborative approach Our Publicis Groupe motto "Viva La Diffrence" means we're better together, and we believe that our differences make us stronger. It means we honor and celebrate all identities, across all facets of intersectionality, and it underpins all that we do as an organization. We are focused on fostering belonging and creating equitable & inclusive experiences for all talent. Publicis Groupe provides robust and inclusive benefit programs and policies to support the evolving and diverse needs of our talent and enable every person to grow and thrive. Our benefits package includes medical coverage, dental, vision, disability, 401K, as well as parental and family care leave, family forming assistance, tuition reimbursement, and flexible time off. If you require accommodation or assistance with the application or onboarding process specifically, please contact USMTTACompliance@publicis.com. All your information will be kept confidential according to EEO guidelines. Compensation Range: USD $40,280.00 - USD $59,553.00/Annually.

This exempt position partners with senior leadership on human resources strategy and practices, while supporting firm wide programs and initiatives including performance management, employee relations, succession planning, inclusion and engagement, change management, and learning and development. The HR Generalist provides recommendations for process improvement and provides administration and functional support within the Human Resources Department. The position will also provide ad hoc management reports; analyze key human resources metrics and processes; manage individual large projects and coordinate special projects; establish and manage project calendars and timelines. • Partner with the senior leadership team to provide global, strategic guidance on employee relations, talent development and promotion, succession planning, performance management, learning and development, and other HR strategic initiatives., • Take a hands-on approach with leaders to help drive business results, improve working relationships, strengthen morale, and increase productivity and employee engagement., • Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations., • Provide day-to-day performance management guidance to managers (coaching, counseling, career development, disciplinary actions, etc.)., • Develop process improvements within the human resources department to increase efficiencies. Identify and participate in continuous improvement initiatives., • Research and stay abreast of federal/state laws. Develop, update, and implement firm policies and procedures to ensure compliance. Document changes and send compliance alerts to the appropriate departments and offices., • Proactively review project requests to identify necessary actionable steps, key resources, and potential roadblocks and communicate appropriately with HR management and other stakeholders., • Organize and prepare clear, concise, and accurate reports, spreadsheets, PowerPoint presentations, and other correspondence, as needed., • Identify and recommend solutions regarding human resources policies and practices to support departmental goals., • Prepare internal employee communications regarding company policies and programs., • Develop standard and ad hoc reports related to HR metrics, programs, and processes. Research, analyze, and present data to identify trends and recommend changes for improvements., • Lead project and team meetings to advance department project tasks. Update project logs and facilitate follow up efforts related to project tasks. Support the rollout and implementation of HR programs., • Conduct annual FLSA tests on positions to determine appropriate exemption status., • Assist in developing, implementing, updating, and auditing the HR and recruiting processes and procedures, including processes that involve other departments, to ensure compliance with regulatory requirements. Develop and maintain process documentation as needed., • Develop and maintain sourcing relationships and activities to ensure the Firm has a strong staff candidate flow. Full cycle recruiting., • Make recommendations to the hiring manager on qualified staff candidates to be considered., • Provide reports that indicate trends of staff candidate availability as appropriate based on supply and demand., • Act as liaison between the Human Resources department and other departments for projects and other requests as needed. Other Duties Perform other related duties as needed or assigned. Reporting Relationship The HR Generalist reports directly to the Manager of Staff Learning & Development. Subordinate staff: N/A Qualifications Knowledge/Experience The HR Generalist should possess 4 or more years of relevant work experience in a human resources environment. Skills The HR Generalist should possess excellent written and oral communication skills with a strong ability to communicate effectively with all internal and external clients of the Firm. The ability to multi-task is essential, and appropriately prioritize the workload. Must work well independently as well as collaboratively with internal HR team members and other departments. Must be highly analytical, with the ability to identify issues and recommend solutions. Must be proficient using advanced Excel, Word, and PowerPoint, and be proficient with using HR information systems. Prior experience using Workday and Smartsheet is preferred. Education The HR Generalist should possess a bachelor's degree in Business Management or related field. Studies in Human Resources and PHR/SHRM-CP Certification are highly desired, but not required. Physical Demands Must be able to move around the office up to 15% of the time to make copies, fax, file, etc. Remains stationary at least 85% of the time. This position operates computers and other office productivity machines (e.g., fax machine, copier, printer, etc.) on a regular basis. Occasionally required to move documents or files weighing up to 15 lbs. This position requires constant communication and exchange of information with the Firm attorneys, clients and staff. This position must be able to inspect and observe information on a computer screen at least 80% of the time. Working Conditions Hybrid office environment on a 4:1 in-office schedule Salary Range: The expected salary range for this position is $110,000.00-$135,000.00. Please note that the final offer amount may vary based on experience and skillset of the selected candidate. At Haynes and Boone, our people are the driving force behind our success. Because we value the role every individual plays in how we deliver exceptional legal services, we hire people who will contribute to our professional reputation, enhance client relationships and share in our success. Located at the iconic 30 Rockefeller Plaza, our New York Office serves clients in banking and finance, real estate, technology, aviation, and energy and renewables and facilitates cross-border work across Asia, Latin America, and other global markets. Our energetic team of lawyers are widely recognized in their practice areas by Chambers USA (Chambers and Partners), New York Super Lawyers (Thomson Reuters), Benchmark Litigation (2021), and the 2021 edition of The Best Lawyers in America directory published by Woodward/White, Inc. Our New York team holds itself to the highest standards and believes in a culture of hard work, teamwork and inclusivity. We also believe in giving back to the local community, with lawyers serving in leadership roles with many local civic organizations. We are committed to having an inclusive workforce that reflects our communities, and we seek highly motivated lawyers and staff who value our culture of respect and teamwork.

The Human Resources team supports our employee population by providing the structure, care, and development needed for individual employees to be successful in their own careers, which in turn contributes to the overall growth and success of the Company. The Human Resources department is organized in three strategic pillars: • Compensation and Benefits: payroll, health and welfare benefits, retirement plan services, and immigration., • Human Resources Business Partners: performance management, employee relations, recruiting and retaining talent, coaching and counseling., • Talent Development: corporate social responsibility, Diversity, Inclusion & Family, learning and leadership development, internal communications, and employee engagement. As the HR Business Partner, you will contribute to the overall department strategy in a Generalist role capacity. You will be responsible for managing all aspects of the recruiting process, fostering, and maintaining employee relationships through coaching, advising, and negotiating in conflict situations, and assisting in organizational effectiveness efforts. You will deliver HR solutions in several key areas, including recruitment and hiring, internal mobility, employee relations, performance management, labor law compliance, HR operations, and skill development and training. As a strategic member of a cross functional Retail team, you will work closely with the store leadership teams and employees within the Northern Region, as well as partner with other members of the HR team, working collaboratively across all levels to assist in the implementation of people-related services, HR policies, practices, and procedures. The HR Business Partner will support the Northern Region, which currently includes 9 store locations and approximately 140 retail employees. This position is located on site in our New York Corporate Office. About the Role: • Serves as a strategic HR Business Partner for the Northern Region., • Provides hands-on HR support by maintaining both a physical and virtual presence in the respective locations. Is a regular contributor to regional meetings, as well as management/staff meetings at the store-level., • Is aware of all business issues and priorities, and provides focused support, coaching, and guidance to management., • Manages employee relations for the store locations and recommends appropriate employment action to maintain a productive, positive work environment. Empowers store management to manage employee disciplinary actions to ensure consistent, uniform, and fair application of company policies and procedures and governmental laws. With general supervision, conducts investigations, recommends solutions to issues, counsels' employees, advises managers on discipline process and facilitates dispute resolution., • Responsible for HR headcount budget, new headcount requests, and maintenance of organizational charts for region; partners pro-actively with Talent Acquisition Manager on full cycle recruiting processes to meet the various staffing needs within the Region., • Responsible for optimization and implementation of company talent acquisition and management programs and manages in-house talent systems and vendor relationships in collaboration with other HRBP's to ensure that we hire key talent with a focus on the candidate experience. Ensures all regular vacant positions are posted internally and externally, and provides analysis of recruiting processes, employee retention statistics, and other associated HR metrics., • Conducts regular touch base meetings with store leaders to provide HR strategic workforce updates: reviewing store talent, succession planning, provide management team with coaching recommendations to optimize business performance., • Works closely and collaboratively with HRBP team to support with implementing new programs and initiatives that impact employee engagement; supports the VP, HR and Regional VP with special projects, initiatives, and goals to enhance the overall employee experience., • Responsible for the management of the company's annual performance review process and 30/60-day new hire review process. Creates and designs content of the performance reviews in alignment with goals of the company., • Assists in the development and administration of all other projects, programs, procedures, and guidelines aimed at aligning the workforce with strategic goals of the department and company. Supervisory Responsibility: • NO - This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions. Budget Responsibility: • YES - Manages HR budget sheet with Compensation Manager for recruiting and hiring processes; assists retail management in monitoring payroll budget for location, controlling overtime and staying within budget for salary; creates and maintains budget for recruitment and associated systems. Decision Making Responsibility: • YES - Recruitment and hiring; employee Relations / Dispute Resolution About You: • At least 3 years of experience in a HR Business Partner role, • Experience leading HR functions in a multi-unit environment; high volume, high-traffic, and high-visibility environments preferred, • Experience in luxury retail and/or service-oriented organization; direct retail store experience preferred, • Strong skills in high volume employee relations, talent development, recruiting, and performance management, • Exceptional relationship-building skills to create long-lasting impact to client group, • Solid understanding of HR policies and procedures, Federal and State employment laws, compliance and reporting requirements, • Strong counselling approach and proven ability to influence others and support where needed, • Excellent written and verbal communication skills; comfortable with public speaking, • Strong interpersonal skills with a focus on internal customer service; ability to coach and empower others, • Strong active listening skills, • Demonstrated ability to use technology (i.e., Excel, PowerPoint, Word, HRIS systems) to gather, interpret, organize, and present data, • Sound judgment and critical thinking skills; successful management of multiple projects and competing priorities while balancing the needs for quality with meeting deadlines, • Detail oriented with strong organizational skills; evidence of self-motivation; demonstrated ability to plan, schedule and work both independently and in teams within a service-oriented organization, • Possess business acumen and are operationally sound, • Kind, but effective leadership style. Demonstrates humility, compassion, and approachability in all interactions, • Comfortable with fast paced environment; ability to prioritize effectively and independently, • Bachelor's Degree preferred, • Travel required, store visits to each boutique within Region annually The range for this position is $90,000 - $110,000 annually. Actual rates are determined on the job, location, and individual experience. We are looking for a candidate that has a combination of the above attributes and can perform the key functions of the role with or without reasonable accommodations. Herms is proud to offer a variety of benefits to support the needs of our employees and their families, including: • Commission and bonus incentives based on sales performance, • Medical, Dental, Vision, • Life Insurance and Disability, • Paid time off (annual vacation of 15 days, 11 company holidays, 3 floating holidays, 2 wellbeing days, and sick & safe time), • Paid Parental leave and transition time, • 401(k) and Roth Retirement plan with company matching and profit sharing, • Various voluntary benefits such as flexible spending accounts, fitness reimbursement, voluntary life insurance, • Product discount and EAP resources, • Access to Calm App, Health Advocate, Family Building Support and more! Since 1837, Herms has remained faithful to its artisan business model and humanist values. We place people at the heart of what we do and aspire to make a positive impact on the world. The freedom to create, the constant search for beautiful materials, the transmission of a savoir-faire of excellence and the aesthetic of functionality define the singularity of Herms, a house dedicated to making highly-crafted, beautiful objects made to stand the test of time. An independent, family-owned company, Herms is dedicated to keeping production in France through its 42 workshops, The Herms organization is also a truly global community with a network of 310 stores in 49 countries. Herms employs more than 15,000 people worldwide with over 6,000 of the workforce being Herms craftspeople engaged in making artisanal products, nurturing a 180+ year tradition of creativity and innovation. At Herms, our actions for sustainable development and corporate social responsibility are founded in values passed down by generations of humble artisans who have shaped the story of our house and the integrity of our objects. The roots of Herms' success and longevity lie in a sense of responsibility; a quest for authenticity

OXMAN is a nature-based research and design company based in Manhattan. We incubate ventures and technologies that reimagine the relationship between humanity and the natural world. Working across disciplines -- from architecture and ecology to materials science and computation -- we develop nature-centric solutions to critical environmental challenges. OXMAN is seeking a Senior Manager, People to lead our People function as a one-person team, reporting directly to the CFO. This is a rare opportunity for a seasoned HR Generalist and People Operations leader to serve as the strategic and operational backbone of the People function at a visionary, fast-moving design and science company. The ideal candidate brings deep generalist expertise across the full spectrum of HR operations, including employee relations, compliance, benefits, payroll, performance management, and culture; comfortable overseeing the recruiting function through strong external partnerships and structured hiring processes, rather than serving as the primary recruiter. They will have built or managed People infrastructure in startup or incubator environments and thrive in organizations where no two days look alike. They understand that at 22 people and growing, culture is lived in the day-to-day, and that the policies, programs, and operational foundations they put in place will shape OXMAN for years to come. • Design and execute People strategies aligned with company objectives, including policy development, compliance, and culture initiatives., • Oversee the recruiting function by partnering with hiring managers and external search partners to coordinate the end-to-end hiring process across research, design, engineering, and operations, ensuring quality, consistency, and alignment with OXMAN's unique talent profile., • Manage external recruiting partnerships and serve as the internal point of accountability for recruiting outcomes, process integrity, and candidate experience., • Build and administer performance management, employee engagement, recognition, and succession planning programs., • Advise the CFO and senior leadership on People matters including workforce planning, organizational design, and scaling strategy., • Ensure all workplace policies reflect current legal, ethical, and industry best practices across federal and New York State employment law., • Oversee compensation benchmarking, benefits administration, and payroll operations., • Support managers on employee relations, conflict resolution, and organizational change., • Design programs to support rapid growth, potential spin-offs, and role definition in a high-change environment., • Own and optimize the People technology stack (HRIS, ATS, payroll systems) and generate data-driven People metrics and reporting., • 5+ years of progressive HR/People experience with a strong generalist foundation across employee relations, compliance, HR operations, and benefits administration., • Demonstrated experience as a sole People leader or in a small HR team, ideally in a startup, incubator, or high-growth organization., • Experience overseeing or managing the recruiting function, including coordination of external search partners and internal hiring processes. Ownership of the function, not necessarily hands-on sourcing., • Working knowledge of HRIS/ATS systems, payroll platforms, and New York State and federal labor regulations., • Proven ability to advise and influence senior leadership including C-suite stakeholders., • Experience establishing People operations from scratch or in a lightly resourced environment., • Bachelor's degree in Human Resources, Business, or a related field., • Prior experience in VC-backed, design-driven, science-oriented, or architecture/AEC organizations., • Experience supporting organizational spin-offs, entity formation, or rapid headcount scaling., • Exposure to international employment considerations, visa processing, or multi-entity People operations., • Strategic project management experience tied to organizational transformation., • Certifications such as SHRM-CP, SHRM-SCP, or PHR are preferred., • Proficiency with HRIS platforms (e.g., ChartHop)., • Familiarity with ATS tools (Ashby) and structured interviewing frameworks., • Experience managing strategic relationships with PEO (TriNet)., • Ability to manage payroll administration and benefits enrollment independently., • Comfort with data analysis and People metrics reporting., • Working knowledge of compensation benchmarking tools and methodologies., • Credible and executive-ready, comfortable presenting to and partnering with the CFO and CEO., • Resourceful and self-directed, able to build from scratch without a team or template., • Mission-aligned, energized by work at the intersection of design, science, and ecology., • Meticulous and compliance-minded, no detail too small when it comes to employment law or documentation., • Warm and people-first, operating as the kind of People leader employees actually want to talk to., • Adaptable and calm under pressure, thriving in a fast-moving, ever-changing environment., • Exceptional verbal and written communication skills.

Are you ready to embark on a culinary journey like no other? Join the prestigious Restaurant Associates Team at one of New York City's premier cultural attractions - the gorgeous, esteemed Metropolitan Museum of Art. We offer a unique opportunity to be a part of a multi-unit operation, including full-service restaurants, luxurious lounges, and gourmet food retail spaces, all within the vibrant backdrop of this world-renowned institution. You'll have the chance to deliver exceptional dining experiences in an iconic setting, with a diverse range of offerings to cater to our discerning visitors. If you're passionate about exceptional hospitality, culinary excellence, and being a part of something truly special, we invite you to join us in this exciting endeavor. Be a part of our dynamic team and help us elevate the art of dining in the heart of the city that never sleeps. Please note: This role requires bilingual Spanish/English proficiency and prior union/labor relations experience. Working as a Sr. HR Generalist, you will provide hands-on HR leadership and support across employee relations, labor relations, recruitment and onboarding, compliance, engagement, and talent development to meet strategic, tactical, and administrative HR objectives. You must be able to communicate effectively with senior management and across various support departments. Your knowledge of employee relations and your strong analytical ability will be used to support HR initiatives. This is an onsite position at our client site in New York. The ideal candidate brings a strong hospitality mindset and is highly visible, approachable, and engaged with both operations leadership and hourly associates. We believe creating, developing, and mentoring engaged teams is directly tied to the exceptional hospitality we deliver to our guests and clients. Key Responsibilities: • Ensures all Company HR-related policies are applied consistently., • Objectively coaches associates and management through complex and difficult issues. Provides guidance to management on appropriate disciplinary action. Assists with on-site investigations., • Supports day-to-day labor relations matters, including collective bargaining agreement administration, grievance handling, and partnership with operations leadership on union-related employee matters., • Oversees PeopleHub (HRIS) for hourly recruitment and onboarding., • Maintains and coordinates associate recognition programs., • Ensures compliance with all federal and state, and local laws., • Regularly runs and/or reviews HR activity reports., • Supports internal customer survey and associate engagement survey interpretation/feedback process., • Attends department manager meetings to increase HR visibility, conducts classroom training, provides assistance and implements HR initiatives., • Reviews any request for pay increases or other status changes to ensure internal equity and consistency. Processes status change forms., • Prepares, coordinates and presents HR-related topics and other HR-related training., • Acts as the diversity champion by leading assigned tasks and corporate diversity activities including diversity recruiting, retention and promotion goals., • Assists in the creation of Personal Development Plans, as appropriate, for associates., • Participates in the Annual Performance Appraisal process., • Bachelor's degree in Human Resources or a related field., • 3+ years of progressive HR generalist experience with strong employee relations experience., • Bilingual Spanish/English proficiency., • Prior union/labor relations experience., • Working knowledge of federal, New York State, and New York City employment laws and HR practices., • Strong communication, coaching, investigation, and problem-solving skills., • Ability to work onsite and maintain a highly visible HR presence with leadership and hourly associates., • Proficiency with Microsoft Word, Excel, and PowerPoint., • PHR or SHRM-CP certification., • Experience supporting hospitality, food & beverage, or another high-volume service environment., • Experience supporting a large, complex, multi-unit organization., • Experience working within a centralized or shared-services HR model., • Management or supervisory experience., • Formal training/facilitation or leadership-development certification Compass Group is an equal opportunity employer. At Compass, we are committed to treating all Applicants and Associates fairly based on their abilities, achievements, and experience without regard to race, national origin, sex, age, disability, veteran status, sexual orientation, gender identity, or any other classification protected by law. Qualified candidates must be able to perform the essential functions of this position satisfactorily with or without a reasonable accommodation. While this is intended to be an accurate reflection of the position posted, the Company reserves the right to modify or change the essential functions of the job based on business necessity. Certain positions may require Florida Level 2 background screening. Details: https://info.flclearinghouse.com/ Associates at Restaurant Associates are offered many fantastic benefits. • Medical, • Dental, • Vision, • Life Insurance/ AD, • Disability Insurance, • Retirement Plan, • Paid Time Off, • Holiday Time Off (varies by site/state), • Associate Shopping Program, • Health and Wellness Programs, • Discount Marketplace, • Identity Theft Protection, • Pet Insurance, • Commuter Benefits, • Employee Assistance Program, • Flexible Spending Accounts (FSAs), • Paid Parental Leave, • Personal Leave Applications are accepted on an ongoing basis. Restaurant Associates maintains a drug-free workplace.

The Human Resources team supports our employee population by providing the structure, care, and development needed for individual employees to be successful in their own careers, which in turn contributes to the overall growth and success of the Company. The Human Resources department is organized in three strategic pillars: Compensation and Benefits, Human Resources Business Partners, and Talent Development. As the Senior HR Business Partner, you will contribute to the overall department strategy in a Generalist role capacity. You will be responsible for managing all aspects of the recruiting process, fostering, and maintaining employee relationships through coaching, advising, and negotiating in conflict situations, and assisting in organizational effectiveness efforts. You will deliver HR solutions in several key areas, including recruitment and hiring, internal mobility, employee relations, performance management, labor law compliance, HR operations, and skill development and training. As a strategic member of a cross functional Retail team, you will work closely with the store leadership teams and employees within the Southern Region, as well as partner with other members of the HR team, working collaboratively across all levels to assist in the implementation of people-related services, HR policies, practices, and procedures. The Senior HR Business Partner will support the Southern Region, which currently includes 9 store locations and approximately 200 retail employees. This position is located on site in either our New York City Corporate or Miami Office location. About the Role: • Serves as a strategic HR Business Partner for the Southern Region., • Provides hands-on HR support by maintaining both a physical and virtual presence in boutiques and monitoring the morale and general atmosphere of region. Is a regular contributor to regional meetings, as well as management/staff meetings at the store level., • Is aware of all business issues and priorities, and provides focused support, coaching, and guidance to management., • Manages employee relations for the store locations and recommends appropriate employment action to maintain a productive, positive work environment. Empowers store management to manage employee disciplinary actions to ensure consistent, uniform, and fair application of company policies and procedures and governmental laws. With general supervision, conducts investigations, recommends solutions to issues, counsels' employees, advises managers on discipline process and facilitates dispute resolution., • Leads full cycle recruiting processes to meet the various staffing goals within multiple business units of the organization. Maintains accurate and organized documentation, digital filing and reporting on all candidates/applicant tracking initiatives. Ensures job descriptions are created, evaluated and current for all positions prior to recruitment/hire., • Ensures all regular vacant positions are posted internally and externally, and provides analysis of recruiting processes, employee retention statistics, and other associated HR metrics., • Responsible for HR headcount budget, new headcount requests, and maintenance of organizational charts for region., • Conducts regular touch base meetings with store leaders to provide HR strategic workforce updates: reviewing store talent, succession planning, provide management team with coaching recommendations to optimize business performance., • Works closely and collaboratively with HRBP team to support with implementing new programs and initiatives that impact employee engagement; supports with special projects, initiatives, and goals to enhance the overall employee experience., • Responsible for the management of the company's annual performance review process and 30/60-day new hire review process. Creates and designs content of the performance reviews in alignment with goals of the company., • Supports in the development and administration of all other projects, programs, procedures, and guidelines aimed at aligning the workforce with strategic goals of the department and company. Supervisory Responsibility: • NO - This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions. Budget Responsibility: • YES - Manages HR budget sheet with Compensation Manager for recruiting and hiring processes; assists retail management in monitoring payroll budget for location, controlling overtime and staying within budget for salary; creates and maintains budget for recruitment and associated systems. Decision Making Responsibility: • YES - Recruitment and Hiring; Employee Relations / Dispute Resolution About You: • At least 5 years of experience in a HR Business Partner role, • Proven HR leadership in multi-unit, high-volume, high-visibility environments, • Background in luxury retail or service-oriented organizations; direct store experience preferred, • Expertise in full recruitment lifecycle across all organizational levels, • Strong capabilities in employee relations, talent development, recruiting, and performance management, • Skilled in building lasting relationships and influencing across all levels of organization, • Solid knowledge of HR policies, employment laws, compliance, and reporting, • Excellent communication, public speaking, and interpersonal skills; adept at coaching and empowering others, • Proficient in HR technology and tools (Excel, PowerPoint, Word, HRIS) for data analysis and presentation, • Demonstrated judgment, critical thinking, and ability to manage multiple priorities under deadlines, • Highly organized, detail-oriented, self-motivated; effective in both independent and team settings, • Business acumen with operational strength, • Kind yet effective leadership marked by humility and compassion, • Comfortable in fast-paced environments with strong prioritization skills, • Bachelor's degree preferred, • Travel for boutique visits required two times per year The range for this position is $120,000.00 - $135,000.00 annually. Actual rates are determined on the job, location, and individual experience. We are looking for a candidate that has a combination of the above attributes and can perform the key functions of the role with or without reasonable accommodations.

We understand that the world we want tomorrow starts with how we do business today, and that's why we're inspired to make A Better World for Pets. Antech is comprised of a diverse team of individuals who are committed to each other's growth and development. Our culture is centered on our guiding philosophy, The Five Principles: Quality, Responsibility, Mutuality, Efficiency and Freedom. Today Antech is driving the future of pet health as part of Mars Science & Diagnostics, a family-owned company focused on veterinary care. The Target Pay Range for this position is $103,000 - $130,000 annually. At Antech, pay decisions are determined using factors such as relevant job-related skills, experience, education, training and budget. The P&O Business Partner serves as the primary P&O partner for an assigned population of leaders and Associates. The P&O Business Partner is responsible for deploying and executing the People Strategy within their assigned scope. As a trusted business partner, they coach and develop leaders on people practices while serving as a trusted advocate for Associates, fostering our SDx Culture in alignment with the Mars Five Principles. The P&O Business Partner collaborates closely with other P&O teams to bring the People Strategy to life and provide effective support to both Leaders and Associates. • Partner with business leaders to support organizational change initiatives, ensuring effective planning, implementation, and change management, • Drive the adoption of People & Organization (P&O) signature processes by training, coaching, and supporting leaders and associates on performance management, talent development, and culture initiatives (I.e: PDP, MAS, Culture etc.), • Partner closely when needed with the COE teams (eg Talent, I&D, L&D, Culture, TA) to drive key signature programs and deploy consistent practices across client groups, • Collaborate with leadership to develop and execute business priorities, departmental strategies, objectives, and people initiatives., • Analyze workforce metrics (turnover, productivity, time-to-fill, performance reviews, engagement, and participation rates) to identify trends, generate insights, and recommend data-driven solutions, • Support workforce planning, organizational design, and talent management strategies, • Partner with client groups to identify training needs and support development planning, collaborating with L&D to source and provide the necessary growth resources, • Establish a highly approachable and visible P&O presence that serves as a trusted advocate and strategic partner for both associates and business leaders. Actively champion a culture of open communication, ensuring that associates feel heard, valued, and supported, while aligning people practices with business objectives, • Foster an inclusive and engaged workplace by addressing employee concerns and promoting a culture of belonging, • Provide coaching and day-to-day guidance to leaders on performance management, employee development, and P&O best practices, • Identify and address associate relations concerns; directly resolve routine or less complex matters, and partner closely with the Associate Relations team to ensure the swift and thorough investigation of complex cases, • Ensure compliance with employment laws, company policies, and HR regulations while minimizing organizational risk., • Support end-to-end recruitment activities in partnership with Talent Acquisition, including talent acquisition planning, hiring governance, offer approvals, and onboarding. May help identify interview panels and/or participate in interviews to ensure talent selection aligns with organizational goals., • Oversee HR documentation and employee lifecycle processes, including hires, promotions, transfers, and separations., • Analyze exit survey data and turnover trends to develop retention strategies, conducting targeted exit interviews as needed to gather deeper insights., • Contribute to enterprise-wide P&O initiatives, cross-functional projects, and continuous improvement efforts., • Uphold the highest standards of ethics, integrity, compliance, and accountability while promoting the organization's values and code of conduct., • Operate in a manner consistent with and aligns to the Five Principles and Associate Concept in decision making and business partnering activity, • Bachelor's Degree; Master's Degree preferred, • PHR or SPHR certification preferred, • 8 years' experience as a HR Generalist or HR Business Partner, • Working knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee relations, diversity, performance management, talent management, talent acquisition etc., • Relevant industry experiences a plus The associate is regularly required to apply manual dexterity, including hand/wrist flexibility, for computer keyboarding. The associate frequently is required to sit for extended periods of time, stand, walk, and reach with hands and arms. The associate is frequently required to hear and speak in order to use the telephone, make presentations and communicate with people in an office or virtual environment. The associate is occasionally required to sit and stoop, bend, kneel, or crouch. The associate must occasionally lift and/or move up to 15 pounds. The associate will primarily work in a typical office environment or a remote home office. The noise level in the work environment is usually moderate. The associate will be required to use a computer, spreadsheets, data base management, email, video conferencing and the Internet. The associate is frequently required to use a calculator; fax, copy machine, and phone system. The associate must occasionally use media equipment such as an overhead projector, PowerPoint, and Microsoft Teams. Environment where pets are present. Antech is a leader in veterinary diagnostics, driven by our passion for innovation that delivers better animal health outcomes. Our products and services span 90+ reference laboratories around the globe; in-house diagnostic laboratory instruments and consumables, including rapid assay diagnostic products and digital cytology services; local and cloud-based data services; practice information management software and related software and support; veterinary imaging and technology; veterinary professional education and training; and board-certified specialist support services. Antech offers an industry competitive benefits package and continues to invest in and evolve benefits programs that meet the health, wellness and financial needs of our associates. • Paid Time Off & Holidays, • Medical, Dental, Vision (Multiple Plans Available), • Basic Life (Company Paid) & Supplemental Life, • Short and Long Term Disability (Company Paid), • Flexible Spending Accounts/Health Savings Accounts, • Paid Parental Leave, • 401(k) with company match, • Tuition/Continuing Education Reimbursement, • Life Assistance Program, • Pet Care Discounts We are proud to be an Equal Opportunity Employer - Veterans / Disabled. For a complete EEO statement, please see our Career page at Antech Careers. Note to Search Firms/Agencies Antech Diagnostics, Inc. and its subsidiaries and affiliates (Antech) do not compensate search firms for unsolicited assistance unless they have a written search agreement with Antech and the requisition is position-specific. Any resumes, curriculum vitae, and other unsolicited assistance from search firms that do not have a written search agreement or position-specific requisition submitted to any Associate of Antech will be deemed the sole property of Antech and no fee will be paid in the event the candidate is hired by Antech.

Company OverviewPerry Ellis International, Inc. represents a diverse portfolio of lifestyle apparel brands. The Company, through its wholly owned subsidiaries owns and licenses nationally and with a brand portfolio of over 40 Brands domestically and internationally recognized brands including: Perry Ellis, Original Penguin by Munsingwear, Laundry by Shelli Segal, Rafaella, Cubavera, Ben Hogan, Savane, Grand Slam, John Henry, Manhattan, Axist and Farah. The Company enhances its roster of brands by licensing trademarks from third parties, including: Nike for swimwear, and Callaway, PGA TOUR, and Jack Nicklaus for golf apparel.Position Summary:As the Human Resources Manager, you would be responsible for serving as the primary human resources contact for all employees based in our New York office. Reporting directly to the Chief Human Resources Officer (CHRO), you will be responsible for managing employee relations, performance management, training, policy implementation, and local compliance. You will act as a strategic partner to local management, helping to foster a positive, productive, and compliant work environment.Key Responsibilities:Employee Relations: Manage and resolve complex employee relations issues, conducting effective, thorough, and objective investigations. Provide guidance and coaching to managers and employees on performance improvement, conflict resolution, and disciplinary actions.Performance Management: Support and administer the company's performance review process, working with managers to ensure timely and effective feedback, goal setting, and development planning.Policy & Compliance: Interpret and ensure consistent application of all company policies and procedures. Stay current on federal, state (New York and New Jersey), and local employment law to ensure legal compliance and mitigate risk.Recruitment & Onboarding: Partner with the Corporate Talent Acquisition team to support local recruitment needs. Oversee the new hire onboarding process for New York employees to ensure a smooth and engaging transition.Training & Development: Identify training needs and develop or facilitate local employee development programs, including manager training and mandatory compliance courses.HR Administration: Manage day-to-day HR administrative tasks for the local office, including reporting, data integrity, and maintaining employee records.Qualifications:Experience: 5+ years of progressive HR experience, preferably as an HR Manager or Senior HR Generalist, operating in a standalone capacity or with minimal local HR support.Education: Bachelor's degree in Human Resources, Business Administration, or a related field. HR certification (SHRM-CP/SCP or PHR/SPHR) is highly desirable.Legal Knowledge: Expert knowledge of local, state, and federal employment laws, with specific emphasis on New York (NY) and New Jersey (NJ) labor law and compliance requirements.Skills: Demonstrated ability to manage complex employee relations issues, excellent judgment, and strong analytical problem-solving skills.Personal Attributes:Autonomy & Ownership: Highly independent and self-motivated, with a proven ability to manage all HR functions without direct reports.Communication: Exceptional interpersonal, written, and verbal communication skills, with the ability to build immediate credibility and trust with employees and senior leadership.Confidentiality: Highest level of integrity and ability to handle sensitive and confidential information with discretion.Business Acumen: Ability to translate business needs into effective, practical, and compliant HR solutions.Salary offered will be at the discretion of the Company and based on a candidate’s qualifications. For this position, the base salary will be between $100,000 -$120,000 annually. Other benefits associated with the position for eligible associates are listed below.What’s In It For You? Comprehensive Health: Premium Medical, Dental, and Vision plans designed to keep you and your family healthy and thriving.Financial Security: Secure your future with our 401(k) retirement plan (including a discretionary company match) plus company-provided Basic Life and AD&D Insurance.Work-Life Balance: Take the time you need to recharge with generous Paid Time Off (PTO) and a full schedule of paid Holidays.Growth & Support: We invest in your potential through our Tuition Reimbursement program for continuous learning and provide 24/7 personal support via our Member Assistance Program (MAP).Team Culture: Join a community that celebrates your hard work with regular Associate Engagement Events, ranging from seasonal celebrations to on-site wellness activities.Exclusive Style Perks: Look your best for less with generous Associate Clothing Discounts across all our company stores and e-commerce sites.Legal Disclaimer:Perry Ellis International is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other legally protected status. All qualified applicants will receive consideration for employment without regard to their individual background and characteristics. We are committed to providing a workplace free of any discrimination or harassment. This commitment extends to all aspects of employment, including hiring, promotion, transfer, compensation, and termination. By submitting your application, you acknowledge and agree to the company's commitment to equal employment opportunities.We encourage you to read and understand our Privacy Policy here.

At HelloFresh Group, we are on a mission to revolutionize the way people and pets eat. The Pets Table is passionate about providing every dogthe long-haired, the short-legged, and the spotted alikea seat at the table, with healthy recipes developed with vets and made from wholesome ingredients that humans trust. We're incubated within the HelloFresh Group, which provides us the agility of a startup with the resources and support of a global organization. We are looking for a strategic and hands-on Associate Director, Growth Marketing to own our acquisition engine end to end. Reporting to the CMO, it's a unique opportunity to be a key part of one of the fastest growing pet brands while getting the infrastructure and support of HelloFresh Group (a leader in human food commerce). You will own the bottoms-up marketing budget and plan, steer spend across a diversified channel portfolio, and be directly accountable for growth outcomes (ROI, CAC, Acquisition volume, etc.). You'll manage a small team as well as external agencies and partners, and work cross-functionally to make sure our growth strategy is aligned with the broader business. If you're a builder who's equally comfortable steering a budget model and getting into the weeds of a campaign, this is the perfect role for you. You will • Own a large DTC marketing budget and steer spend allocation across channels to hit growth and efficiency targets, • Be accountable for core growth outcomes (ROI, CAC, and conversion volume) across key acquisition channels, • Sit across and manage strategy and execution for a diversified mix of channels including paid social, search, display, affiliate, influencer, direct mail, CTV and more, • Own relationships with external vendors, agencies, freelancers, affiliates, setting expectations and holding partners accountable for performance, • Identify, test, and scale new/emerging channels and growth opportunities to diversify acquisition, • Design and run tests across creative, discounts, and landing pages clearly documenting results and building business cases that quantify impact, • Partner cross-functionally with Creative, Tech, Analytics, and CRM teams, • Build and maintain reporting that tracks performance against targets, surfacing key trends and strategic opportunities to leadership, • Present performance, plans, and recommendations to senior leadership on a regular cadence, • Jump in hands-on where needed, whether that's digging into a performance anomaly, onboarding a new vendor, creating Meta ads yourself You are • Passionate: you get excited by driving growth and scaling up brands (and you love pets!), • A Marketing Generalist: you know what works and what doesn't. You've scaled brands' budgets and know how to structure ad accounts to achieve profitable growth. You've managed 3 or more paid marketing channels with profitable unit economics, • A Paid Social Wizard: You live and breathe Meta Ads Manager and know how to scale brands through Paid Social ads, • Analytical: data is your friend; you're able to translate numbers into decisions and strategy. You naturally frame ideas and initiatives in terms of core marketing metrics, not just gut feel, • Customer-centric: you understand our customer and can put yourself in their shoes. You consume media with a marketing mindset and apply inspiration to your own work, • Adaptable: you can context-switch quickly without losing quality or momentum Resourceful: you work well both in a team setting and autonomously. You don't need to wait for clear instructions before you can take action and launch successful initiatives • Comfortable with ambiguity: you can build structure and process where it doesn't exist, • Entrepreneurially Minded: you have vision, passion, and imagination; you are not afraid to challenge the status quo You have • A love for dogs, • 6+ years in growth/performance marketing, including experience owning a marketing budget; background in D2C (subscription a plus), • Direct experience managing a multi-channel acquisition mix (hands-on-keyboard paid social and search experience required; affiliate, display, podcast, influencer, direct mail a strong plus), • Experience conducting funnel diagnostics and running CRO and landing page testing, • Experience running incrementality tests and a general interest in marketing measurement, • Strong creative intuition you know what ads work; you can form sound hypotheses for why an ad performed or underperformed, • Experience managing people and/or external agencies or partners, • A strong understanding of performance marketing metrics (ROI, CAC, CPM, CVR, LTV) and how to translate them into budget decisions, • Excel/Google Sheets mastery, GA4 proficiency; Tableau proficiency and basic SQL knowledge are a plus, • You are AI native and have Claude Code, Codex and/or agentic marketing experience, • Strong communication, writing, and presentation skills, with experience presenting to senior leadership, • An obsession with growth and building things, and a positive mindset toward challenges and new opportunities You'll get • Competitive salary, 401k with company match that vests immediately upon participation, • Generous PTO, including sabbatical, and parental leave of up to 16 weeks, • Comprehensive health and wellness benefits with options at $0 monthly, effective first day of employment, • Tuition reimbursement for continuing education (upon 2 years of service), • Up to 85% discount on subscriptions to HelloFresh meal plans (HelloFresh, Green Chef, Everyplate, and Factor_), • Access to Employee Resource Groups that are open to all employees, including those pertaining to BIPOC, women, veterans, parents, and LGBTQ+, • Inclusive, collaborative, and dynamic work environment within a fast-paced, mission-driven company that is disrupting the traditional food supply chain This job description is intended to provide a general overview of the responsibilities. However, the Company reserves the right to adjust, modify, or reassign work tasks and responsibilities as needed to meet changing business needs, operational requirements, or other factors. New York Pay Range $151,200 $183,000 USD This position is also eligible for the HelloFresh equity plan.