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Talent Development Program Manager&nbsp;Interested candidates must apply to the Talent Development Program Manager posting by visiting careers.paturnpike.com by September 27, 2024.&nbsp;Posting Start Date:&nbsp;September 16, 2024&nbsp;Posting End Date:&nbsp;September 27, 2024&nbsp;Position Number:&nbsp;80005390&nbsp;Union:&nbsp;Non-Union&nbsp;FLSA Status:&nbsp;Salaried Exempt&nbsp;Department:&nbsp;Human Resources – Talent Development&nbsp;Salary Grade:&nbsp;E-16&nbsp;Salary Range:&nbsp;$78,549.74 - $117,824.62&nbsp;Employment Type:&nbsp;Full Time&nbsp;Building Location:&nbsp;Central Office Building&nbsp;Building Street:&nbsp;700 S. Eisenhower Boulevard&nbsp;Building City:&nbsp;Middletown&nbsp;Building State:&nbsp;Pennsylvania (US-PA)&nbsp;Building Zip Code:&nbsp;17057&nbsp;Work Schedule:&nbsp;Flexible Work Options&nbsp; &nbsp;The Pennsylvania Turnpike Commission, opened on October 1, 1940, is known as “America’s First Superhighway”!  Our mission is to operate a safe, reliable, customer-valued toll road system that supports national mobility and commerce.  The PTC operates a 565-mile system with over 205 million transactions annually.  Together, we are building the highway of the future.&nbsp; &nbsp;The Commission values its team members and understands the importance of work/life balance to the health, well-being and productivity of its team. Therefore, this position may be eligible for Flexible Work Options* such as:&nbsp;Hybrid Work - combination of remote and in-person reporting&nbsp;Alternate Work Schedule - flexibility to adjust work schedule length to complete work week in fewer days&nbsp;*Some options may require completion of probationary period. &nbsp; &nbsp;The Commission requires all employees to establish PA residency within 6 months of hire and to maintain PA residency, regardless of Flexible Work Options. &nbsp;Applicants must be currently authorized to work in the United States on a full-time basis.  The Commission will not sponsor applicants for work visas.&nbsp;Job Purpose and Summary&nbsp;The Pennsylvania Turnpike Commission is seeking an experienced Talent Development Program Manager to join our team and contribute to our mission of empowering individuals to reach their full potential. This role will be the leader for talent development efforts across the organization and will work with employees at all levels, including the Executive Management Team. The ideal candidate for this role will be an innovative self-starter who has boundless initiative. You will guide and contribute to the development and implementation of a learning journey aimed at cultivating and enhancing leadership and personal development skills for all employees.&nbsp;&nbsp;The position is based in the Human Resources department and requires individual contributions while also providing guidance to three (3) Talent Development team members. Core training areas include Leadership, department level Professional Development support, soft-skills enhancement and other strategic performance objectives/core value training initiatives (Safety, etc.). The candidate should have leadership experience with a small team and be well-versed with presentations (virtual and in-person), adult learning theory, instructional design, skills assessments, eLearning platforms and administrative management of the Learning Management System (LMS).&nbsp;Essential Functions &amp; Responsibilities&nbsp;Manages, plans, and organizes the operations and staff functions of one or more major HR program areas including supervision, performance management, delegation of work assignments, and review of work product.&nbsp;&nbsp;Manages, develops, and implements various HR programs and projects. Reviews the work of others to ensure consistency and compliance with programs. Develops recommendations for improvements and implements changes to facilitate effectiveness.&nbsp;Ensures staff provide accurate, timely, and relevant resolutions, information, and/or guidance. Provides high-level consultation and guidance on escalated issues.&nbsp;Manages and reviews internal/external correspondence, agendas, logs, reports, documentation, and other information related to program area(s). Ensures accuracy and consistency.&nbsp;Reviews executive and Commission approvals and ensures staff take the appropriate actions to implement.&nbsp;Manages the maintenance of highly technical systems and applications. Works closely with the IT Department for all stages of design and implementation of new/enhanced HRIS and interfaces for the effective management of assigned programs.&nbsp;Responsible for, and participates in, ongoing HRIS maintenance, security access, changes, and configuration.&nbsp;Leads the Request for Proposal (RFP) and Request for Quotation (RFQ) process for services or vendors related to the program unit. Reviews and approves information and/or invoices relating to departmental contracts. Ensures compliance associated with assigned programs.&nbsp;Manages the analysis and compilation of data. Reviews work to ensure accuracy and completeness of narrative reports, correspondence, and other documentation prior to submission.&nbsp;Generates and analyzes complex reports and data. Conducts audits and ensures accuracy of system data.&nbsp;Actively participates and provides information for the HR strategic/business plan and division budget.&nbsp;Manages the development and delivery of trainings/presentations. Delivers high-level complex trainings. Ensures training is provided to employees to promote a thorough understanding of HR programs, policies, and procedures.&nbsp;Reviews and approves HR intranet/extranet content and ensures information regarding programs remains current.&nbsp;Serves as a customer service leader and manages the communication between staff and internal/external customers. Provides guidance and recommendations to department heads, managers, and other staff on policies, procedures, programs, and guidelines. Coordinates with other departments to implement changes.&nbsp;Manages the administration of requests and system changes to ensure they are handled accurately, promptly, confidentially, and professionally. Ensures requests comply with established policies, procedures, laws, and regulations.&nbsp;Develops, designs, and administers employee retention strategies to ensure that the PTC is offering competitive and fair employment packages/incentives.&nbsp;Develops policies and/or procedures to facilitate effectiveness for assigned area(s). Reviews and initiates changes to existing policies and/or procedures. Ensures appropriate communication and implementation of changes to all impacted staff.&nbsp;Prepares assigned program area data for contract negotiations. Reviews and suggests language for collective bargaining agreements.&nbsp;Represents the PTC at hearings and investigations. Provides guidance and recommendations regarding disciplinary issues. Performs or participates in investigative reviews and disciplinary conferences.&nbsp;Reviews and identifies legal/governmental changes, requirements, and regulations that may impact HR program area(s) and ensures compliance with policies, procedures, and programs.&nbsp;Qualifications&nbsp;• Ten (10) years of experience in Human Resources&nbsp;&nbsp;OR&nbsp;&nbsp;• Six (6) years of experience in Human Resources AND a bachelor’s degree in human resources or related field.&nbsp;&nbsp;Equivalent combination of education and/or experience may be accepted.&nbsp;&nbsp;• Three (3) of the years of experience must be in a supervisory or project lead role capacity.&nbsp;&nbsp;• Possession of a valid driver’s license. Must obtain and maintain a valid Pennsylvania driver’s license within six (6) months of employment.&nbsp;&nbsp;• Experience working with HRIS is preferred.&nbsp;&nbsp;• TRAINING&nbsp;In addition to the general requirements, education and/or experience in education and/or training could be accepted.&nbsp;Competencies&nbsp;Active Listening&nbsp;Attention to Detail&nbsp;Business Acumen&nbsp;Critical Thinking&nbsp;Human Resources&nbsp;Influential&nbsp;Initiative Driven&nbsp;Leadership&nbsp;Problem Solving/Analysis&nbsp;Strategic Thinking/Planning&nbsp;Physical Demands and Work Environment&nbsp;Position demands include frequent speaking, writing, and reading reports. Position requires frequent work at a computer utilizing business programs and PTC specific operating systems. Position requires frequent travel and/or fieldwork and exposure to roadway traffic. Occasionally works outside of normal business hours for assigned work assignments.&nbsp;Office environment with low levels of noise, adequate lighting, and comfortable temperature. Field environment may include exposure to moderately adverse and undesirable conditions. Physical environment is generally safe, but safety equipment or precautions must be followed in field conditions.  &nbsp;Benefits &nbsp; &nbsp;The selected candidate will be offered an exceptional benefits package which includes comprehensive medical, dental, vision and prescription coverage, along with a benefit plan for retirement.  In addition, leave programs, tuition reimbursement, employee assistance program, and alternative work schedules are available to employees.  &nbsp;The Pennsylvania Turnpike Commission is an equal opportunity employer. We value diversity and are committed to creating an inclusive environment for all employees. If you need assistance or an accommodation due to a disability, you may contact the Human Resources Department by calling 717-831-7378.&nbsp;

Pennsylvania Turnpike Commission

Talent Development Program Manager

This new position reporting to the Chief Administrative Officer will provide strategic oversight and leadership for developing and implementing strategies to advance the American Academy of Pediatrics (AAP) Human Resources (HR) and Facility Operations initiatives. Serving as a trusted advisor and partner to the senior leadership team in supporting and advancing the strategy, mission, and culture of AAP and driving organizational change this person will be responsible for the effective development, management, and delivery of all HR and Facility Operations initiatives, including talent acquisition and retention, staff and leadership development, succession planning, performance management, employee engagement, culture, diversity, compensation, benefits, rewards and recognition, employee relations, budgeting, workforce planning, training, and legal compliance; provide strategic direction and oversight for all facility operations, including building engineering, space planning, capital budgets, building and grounds maintenance, reception, in house meeting support, safety, security, shipping/receiving, in-house print center, and mail room support and services; and directing and maximizing the use of HRIS and other technologies to drive strategy and streamline processes.&nbsp;REQUIRED QUALIFICATIONS:<ul><li>Bachelor's degree in human resources or related discipline or equivalent experience.</li><li>At least 10 years of progressive HR leadership work experience.</li><li>Experience supervising staff.</li><li>Must have proven agility and ability to roll up sleeves and drive meaningful impact.</li><li>In-depth knowledge and familiarity of core functions within HR, including organizational development, HR systems/technology, employee relations, talent management/acquisition, compensation and benefits administration, employee engagement, training and development, and EDI initiatives.</li><li>Knowledge of HR related laws, regulations, and compliance requirements with the ability to mitigate risks and ensure legal compliance.</li><li>General experience with facility management and operations with an understanding of health, safety, and environmental regulations.</li><li>Budget management and variance reporting experience.</li><li>Demonstrated ability to maintain confidentiality and handle sensitive information.</li><li>Exceptional written/verbal communications, interpersonal, and diplomacy skills with the ability to build and maintain effective relationships with leaders, staff at all levels, and external partners as well as the ability to engage in successful negotiation, counseling, and consensus building.</li><li>Ability to resolve conflicts in a fair and impartial manner.</li><li>Strong presentation skills with the ability to convey complex information clearly and persuasively.</li><li>Strategic and innovative thinker with the ability to solve problems, execute initiatives, synthesize, and translate data into actionable outcomes and align HR initiative with the AAP’s mission, values, and strategic goals.</li><li>Demonstrated track record in leading change with an ability to articulate the strategic importance of human capital in an organization’s success.</li><li>Experience in building high-performing teams and developing talent through coaching, mentoring, and training programs.</li><li>Demonstrated willingness to embrace innovative ideas and approaches.</li></ul>PREFERRED QUALIFICATIONS:<ul><li>Master’s degree or SPHR, SHRM-CP certification.</li><li>Experience in non-profit management.</li></ul>To learn more about the organization, see the full job description, and apply for the position, please visit&nbsp;<a href="https://www.aap.org/employment" target="_blank">https://www.aap.org/employment</a>.Why work for the AAP?<ul><li>Flexible hours and a focus on work/life balance.</li><li>State-of-the-art building equipped with standing desks, treadmill desks, cycle desks, on-site fitness center, and on-site exercise classes.</li><li>An on-site cafeteria with food costs that are subsidized by AAP.</li><li>Strong focus on mental health and wellness.</li><li>Tuition reimbursement.</li><li>Competitive PTO and sick leave.</li><li>Excellent parental benefits, including adoption assistance.</li><li>A full list of benefits can be found&nbsp;<a href="https://downloads.aap.org/DOHRAS/BenefitsAtAAP.pdf" target="_blank">here</a>.</li></ul>Hybrid work environment of 40% of work time in the Itasca, IL office per month.The AAP offers an excellent work environment, competitive salary, and a comprehensive benefits package. As a reaffirmation to our employee-focused culture, since 2005 the AAP has been named one of the 101 Best and Brightest Companies to Work for in the Chicagoland area. Additionally, we are an Equal Opportunity Employer of Minorities, Females, Individuals with Disabilities, and Veterans that values the strength diversity brings to our workplace.Reasonable Accommodation: Individuals with a disability in need of reasonable accommodation regarding the job application process may call 630-626-6297. Please note, only those inquiries concerning a request for reasonable accommodation will receive a response.

Vice President, Human Resources and Facility Operations

Title Human Resources Recruiter&nbsp; About the Organization Concern Housing is a non-profit agency committed to helping individuals and families to live in the community with dignity and enhanced opportunities through the provision of housing and support services. We are one of the largest housing agencies of this kind in New York State, currently serving approximately 1,300 individuals and families in over 240 locations. Concern offers a variety of housing options with individualized support services designed to support personal growth and independence. Our workplace culture thrives by embracing diversity and rewarding innovative ideas. Diversity at our agency means fostering a workplace in which individual differences are recognized, appreciated, respected and responded to in ways that fully develop and utilize each person's talent and strengths.&nbsp; Position Recruiter&nbsp; Full-Time/Part-Time Full-Time&nbsp; Location Medford, NY&nbsp; Salary $65,000 - $70,000&nbsp; Days/Hours Monday - Friday; 9am - 5pm&nbsp; Description Concern Housing is seeking a Human Resources Recruiter to join our team and be&nbsp;primarily responsible for all aspects of recruitment processes for all programs/departments agency wide&nbsp;.&nbsp; This individual will&nbsp; support&nbsp;and promote&nbsp;professional growth within the organization to retain staff while&nbsp;effectively and efficiently attracting talent and filling positions.*This is not a remote position* Responsibilities&nbsp;Include but are not limited to: <ul><li>Primary responsibility is conducting screenings/first interviews with potentially qualified applicants.&nbsp;</li><li>Collaborates with senior administration and hiring managers to identify personnel needs, workforce planning strategies, and search assignments.</li><li>Advertise job openings with electronic job boards, social media networks, local papers, employment agencies, colleges, and network through industry associations.</li><li>Maintain and send out Open Positions report weekly agency wide. Provide updates to Executive staff.</li><li>Attend job fairs, collaborate with Employment Coordinator, Department of Labor, and other applicable recruitment sources.</li><li>Screen resumes and conduct first interviews communicating agency background and promoting benefits during screening process. &nbsp;Evaluate if applicant meets position requirements through interview by their experience, credentials and salary.</li><li>Make recommendations and coordinate interviews with hiring managers as needed, and follow up on all interview process statuses.</li><li>Send ‘No Thank You’ notice to applicants not selected after interview.</li><li>Oversee and review all required background checks for job candidates including professional references, motor vehicle check, degree verification, criminal background and staff exclusion</li><li>list checks.</li><li>Attend all meetings that pertain to recruitment, i.e.; strategic planning, CARF, staff forums, etc.</li><li>Remain current on the Agency’s organizational structure, personnel policies, and federal and state laws regarding employment practices.</li><li>Perform other related duties as required in support of the day-to-day administration and operations of the Human Resources Department.</li><li>Remain current with all Agency required compliance documents and trainings.</li></ul> Salary range- $65,000 - $70,000&nbsp; Position Requirements Bachelor’s Degree in Business preferred or commensurate administrative, recruitment, or human resources experience. Excellent communication, interpersonal and writing skills. Good computer and phone skills. Experience with applicant tracking systems a plus. Energetic and positive demeanor. Organize and prioritize high volume. Ability to confidently confer with and make recommendations to senior managers regarding staffing needs. Concern Housing offers a generous benefit package which includes; Medical Insurance (Agency pays 80% of the premium), Affordable Voluntary Dental and Vision Insurance, &nbsp;Flexible Spending Accounts, Agency Sponsored Retirement Plan, Employee Sponsored 403(b) Retirement Plan, Agency Sponsored Life Insurance Coverage and an Excellent Paid Time Off Package. Concern encourages employee growth, offering Educational Assistance and Scholarship Programs, Licensure Reimbursement and Possible Internship/Clinical Supervision. Referral Bonuses are also available!&nbsp; EOE Statement We are an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status or any other characteristic protected by law.&nbsp; This position is currently accepting applications. Apply Now

Concern Housing

Human Resources Recruiter

Hours: 40 hours per weekFLSA status:&nbsp; ExemptSalary: $145,000 - $175,000 annuallyLocation: Hybrid virtual and in-person in San FranciscoReports to: AACRE Executive DirectorDeadline: Open until filledAbout CAA, AACRE, and Stop AAPI Hate&nbsp; Chinese for Affirmative Action (CAA) was founded in 1969 to protect the civil and political rights of Chinese Americans and to advance multiracial democracy in the United States. Today, CAA is a progressive voice in and on behalf of the broader Asian American and Pacific Islander community that advocates for systemic change to protect immigrant rights, promote language diversity, and remedy racial and social injustice. At the grassroots level, CAA community building work nurtures the ability of immigrants to participate fully in civic life. These activities include direct services, leadership development, and civic engagement with limited-English proficient newcomers and immigrants. At the systemic level, CAA leads advocacy, communications, and movement building efforts to improve public policy, shape public discourse, and catalyze social change.&nbsp;In 2014, CAA helped to launch the Asian Americans for Civil Rights and Equality (AACRE) network that focuses on long-term movement building, capacity infrastructure, and leadership support for Asian Americans and Pacific Islanders committed to social justice. Including CAA, there are currently 11 groups in AACRE each with different strengths and programs undergirded by shared social justice values. Fiscal sponsorship, administrative, and different aspects of HR, IT, and operational support are provided centrally for all of these groups so they can focus on their core programs.&nbsp;More recently in 2020, CAA, along with AAPI Equity Alliance and the San Francisco State University Asian American Studies Department, launched the Stop AAPI Hate (SAH) coalition to document and respond to incidents of hate at the local, state, and national levels. The mission of SAH is to advance equity, justice, and power by dismantling systemic racism and building a multiracial movement to end anti-Asian American and Pacific Islander hate. Most Stop AAPI Hate coalition staff are based at CAA.CAA, Stop AAPI Hate coalition, AACRE, and the member groups of the AACRE network are uniquely positioned as leaders in the broader social justice ecosystem and Asian American community across the country.Position Overview&nbsp;The AACRE Managing Director for Human Resources and People Support will oversee all aspects of human resources management and people strategy, ensuring alignment with the organization and network’s mission and values. This role combines strategic leadership with hands-on management to create a supportive, inclusive, and high-performing work environment. The ideal candidate will be a proven leader with a deep understanding of HR best practices, experience in the social justice movement, and the ability to foster a culture of collaboration and continuous improvement.&nbsp;This role leads a critical function of the AACRE strategic plan to appropriately support roughly 75+ full-time staff on the core CAA, AACRE program and capacity, and SAH teams, and another 50 on the staff of other AACRE groups including Asian Prisoner Support Committee, Asian Refugees United, Hmong Innovating Politics, and Lavender Phoenix. The Managing Director is a part of AACRE’s senior leadership team and will work closely with all parts of the organization including the AACRE Board of Trustees. The Managing Director will be charged with growing the entire AACRE HR and People Supports team to ensure our programmatic work is sustainable and high-impact, and to drive our organizational culture forward.&nbsp;The current team consists of a Senior Human Resources Manager and a Human Resources Coordinator position.&nbsp;An exempt position, the Managing Director reports to the AACRE Executive Director and will work remotely and in the CAA San Francisco office.Key Responsibilities&nbsp;&nbsp;Strategic Leadership<ul><li>Develop and implement HR and people operations strategies that support the entire network’s mission and goals.&nbsp;</li><li>Advise senior leadership on HR and organizational development issues, providing insights and recommendations to enhance overall organizational effectiveness.&nbsp;</li><li>Ensure alignment of HR policies and practices with all of the network’s values including liberation, creativity, collaboration, and solidarity.</li><li>Lead critical internal diversity, inclusion, equity and transformative justice initiatives.&nbsp;&nbsp;</li></ul>Talent Management&nbsp;<ul><li>Lead initiatives across the entire AACRE network to enhance employee engagement, satisfaction, and retention.&nbsp;</li><li>Oversee the recruitment, selection, and onboarding processes at CAA, Stop AAPI Hate, and AACRE programs and capacity team to attract and retain top talent committed to the organization’s mission.</li><li>Design and implement performance and feedback systems at CAA, Stop AAPI Hate, and AACRE programs and capacity team that promote growth, accountability, and effectiveness, and model systems for other groups within the AACRE network..</li></ul>Employee Relations and Support<ul><li>Foster a positive and inclusive workplace culture through effective communication, conflict resolution, and employee support programs.&nbsp;</li><li>Manage employee relations issues including with employee union, ensuring fair and consistent application of policies and procedures.&nbsp;</li><li>Provide guidance and support on matters related to employee well-being, diversity, and inclusion.&nbsp;</li></ul>Training and Development<ul><li>Identify and address organizational and network training needs, developing programs that build skills and enhance leadership capabilities.&nbsp;</li><li>Promote continuous learning and professional development opportunities for staff at all levels.&nbsp;</li></ul>Compliance and Risk Management<ul><li>Ensure compliance with all relevant labor laws, regulations, and organizational policies.&nbsp;</li><li>Oversee the development and implementation of HR policies and procedures, updating them as needed to reflect best practices and legal requirements.&nbsp;</li><li>Manage risk by maintaining accurate employee records and overseeing health and safety initiatives.&nbsp;</li></ul>Compensation and Benefits<ul><li>Manage and continuously improve our competitive compensation and benefits programs that attract and retain talented staff.&nbsp;</li><li>Regularly review and update compensation structures to ensure equity and market competitiveness.&nbsp;</li></ul>HR Operations<ul><li>Oversee HR operations, including payroll, benefits administration, and HR information systems (HRIS).&nbsp;</li><li>Utilize data and analytics to drive HR decision-making and measure the effectiveness of HR initiatives.&nbsp;</li></ul>Qualifications<ul><li>Bachelor’s degree in Human Resources, Business or Public Sector Administration, or a related field; Master’s degree preferred.&nbsp;</li><li>A minimum of 7-10 years of progressive HR experience, with at least 5 years in a leadership role.&nbsp;</li><li>Demonstrated commitment to social justice and experience working in mission-driven organizations.&nbsp;</li><li>Passion for AACRE’s mission, values, and aspirations, and ability to render these values into practice.&nbsp;</li><li>In-depth knowledge of HR best practices, labor laws, and compliance requirements.&nbsp;</li><li>Strong strategic thinking, problem-solving, and decision-making skills.&nbsp;</li><li>Excellent interpersonal and communication skills, with the ability to build relationships at all levels of the organization.&nbsp;</li><li>Proven ability to lead and manage change in a dynamic environment.&nbsp;</li><li>Experience with HRIS and other HR technology solutions.&nbsp;</li><li>PHR/SPHR or SHRM-CP/SHRM-SCP certification is preferred.&nbsp;</li></ul>To Apply Submit a resume and cover letter to:&nbsp;<a href="https://rb.gy/j2bt0k" target="_blank">https://rb.gy/j2bt0k</a> In your cover letter, please address how your experience and principles align with AACRE’s and the position’s requirements, and highlight relevant achievements.&nbsp;Applications without cover letters and resumes will not be considered.&nbsp;AACRE is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. This position description aims to attract candidates who are not only skilled in HR and people operations but are also passionate about social justice and committed to fostering an inclusive and equitable workplace.

Asian Americans for Civil Rights & Equality

Managing Director of HR & People Support

ABOUT GREYSTARGreystar is a leading, fully integrated global real estate company offering expertise in property management, investment management, development, and construction services in institutional-quality rental housing, logistics, and life sciences sectors. Headquartered in Charleston, South Carolina, Greystar manages and operates more than $290 billion of real estate in 247 markets globally with offices throughout North America, Europe, South America, and the Asia-Pacific region. Greystar is the largest operator of apartments in the United States, manages more than 857,400 units/beds globally, and has a robust institutional investment management platform comprised of more than $76 billion of assets under management, including over $34 billion of development assets. Greystar was founded by Bob Faith in 1993 to become a provider of world-class service in the rental residential real estate business. To learn more, visit <a href="http://www.greystar.com" target="_blank">www.greystar.com</a>. JOB DESCRIPTION SUMMARYThe HR Manager provides expertise on the people aspects of the strategy, initiatives and programs within the US Property Management (USPM) business to create a high-performance culture. This role supports team member satisfaction by developing and implementing commercially focused and effective people practices, ensuring the team member experience is at the heart of everything we do. This role will report to the Managing Director, People &amp; Culture (P&amp;C) within USPM and support a client group of c. 2,500 corporate and 19,000 property based employees.JOB DESCRIPTION Key Responsibilities&nbsp;&nbsp; <ul><li>&nbsp;Support the delivery of an HR strategy that supports growth, operational stability, and the protection of Greystar’s culture and values.</li><li>Collaborate with stakeholders to develop, deliver and monitor people plans; including resource planning, performance management, and talent/ succession management.</li><li>Work collaboratively with the Talent Acquisition &amp; Talent Development teams to ensure operational priorities are understood and provide support to them in executing their initiatives.</li><li>Develop and report on KPIs to identify trends and continuously improve people management activities, including employee attraction, engagement, retention, and performance.</li><li>Create regular and ad-hoc reports on HR metrics, analyzing data to inform strategic decisions.&nbsp;</li><li>Deliver key people initiatives and change programs by drawing on support from P&amp;C colleagues and engaging key business stakeholders.</li><li>Manage the timely and accurate execution of talent-related activities associated with property and portfolio takeovers and acquisitions to ensure the smooth integration of new team members.&nbsp;</li><li>Act as a change agent by coaching managers on handling change, creating communications and activities to enhance employee engagement, and building organizational capabilities effectively.</li><li>Collaborate with the Employee Relations team to support the resolution of employee relations issues. &nbsp;</li><li>Promote employee satisfaction by responding to team members' questions, concerns, and requests, researching and resolving problems, and following up to communicate resolutions.</li><li>Implement and train team members and managers on people-related policies and procedures.</li><li>Identify areas for improvement, offer suggestions to improve efficiency and productivity, and implement ideas that achieve operational excellence.</li><li>Stay up to date on talent-related challenges, workforce needs, and operational strategies that impact USPM team members, and support the delivery of programs and response strategies.</li><li>&nbsp;Build strong relationships within USPM and across the broader P&amp;C team.&nbsp;</li><li>Be accountable for data integrity in HR systems, embedding robust quality assurance and control mechanisms to ensure compliance and exemplary data management.</li><li>Prepare documents, letters, and other communications as required.</li></ul>Knowledge &amp; Skill Requirements<ul><li>Proven experience in HR advisory and business partnering.</li><li>Solid HR operations background, particularly in compliance, employee relations, HR processes &amp; employment legislation.</li><li>Proficient in managing multiple projects and priorities.</li><li>Demonstrates a passion for customer service and a flexible approach to working supportively with others.</li><li>Promote employee satisfaction by responding to team member questions, concerns, issues, and requests, researching and resolving problems or errors, and following up to communicate resolutions to achieve overall Company goals.</li><li>Patient, responsive, and demonstrates a positive attitude.</li><li>Demonstrates strong commercial awareness.&nbsp;</li><li>Excellent interpersonal skills and the ability to work with impact and influence.&nbsp;</li><li>Ability to prioritize and organize workload and show good judgment under pressure.</li><li>Goal-oriented, flexible, and able to work in a dynamic environment.</li><li>Skilled at building trust and rapport with team members at all levels to engage in productive and candid communication.</li><li>Strong creative problem-solving skills.</li><li>Proficient in word processing, presentation, spreadsheet, and data management applications, and comfortable with internet-based applications and software and technologies.</li><li>Experience working in the property management, hospitality, or retail industry is preferred.</li></ul>#LI-RS1The salary range for this position is $110,000 - $125,000Additional Compensation:<ul><li>Corporate Positions:&nbsp;In&nbsp;addition to the base salary, this role may be eligible to participate&nbsp;in&nbsp;an annual bonus program based on&nbsp;individual and company performance.</li><li>Onsite Property Positions:&nbsp;In&nbsp;addition to the base salary, this role may be eligible to participate&nbsp;in weekly, monthly, and/or quarterly bonus programs.</li></ul>Robust Benefits Offered*:<ul><li>Competitive Medical, Dental, Vision, and Disability &amp; Life&nbsp;insurance benefits. Low (free basic) employee Medical costs for employee-only coverage; costs discounted after 3 and 5 years of service.</li><li>Generous Paid Time off. All new hires start with 15 days of vacation, 4 personal days, 10 sick days, and 10 paid holidays. Plus your birthday off after 1 year of service! Additional vacation accrued with tenure.</li><li>For onsite team members, onsite housing discount at Greystar-managed communities.</li><li>6-Week Paid Sabbatical after 10 years of service (and every 5 years thereafter).</li><li>401(k) with Company Match up to 6% of pay after 6 months of service.</li><li>Paid Parental Leave and lifetime Fertility Benefit reimbursement up to $10,000 (includes adoption or surrogacy).</li><li>Employee Assistance Program.</li><li>Critical Illness, Accident, Hospital&nbsp;Indemnity, Pet&nbsp;Insurance and Legal Plans.</li><li>Charitable giving program and benefits.</li></ul>*Benefits offered for full-time employees. For Union and Prevailing Wage roles, compensation and benefits may vary from the listed&nbsp;information above due to Collective Bargaining Agreements and/or local governing authority.Greystar will consider for employment qualified applicants with arrest and conviction records.CLOSING DATESeptember 28, 2024

Greystar

HR Manager

Howmet Aerospace is seeking a Senior HR Manager to join our Pittsburgh HR team.&nbsp;As the Senior HR Manager, you will play a pivotal role in driving our company’s success by aligning HR strategies with company goals. You will partner with leaders, employees, and cross functional teams within our corporate functions and business segments to foster a culture of growth, and innovation. This role reports to the VP, HR Corporate Groups &amp; DEI and will be accountable for managing a Human Resources team covering global corporate employees supporting 500+ employees in the United States, Mexico, Europe, Asia, and Canada. Major Activities/Key Responsibilities: <ul><li>Establish and maintain a deep understanding of the global corporate departments and overall business, building strong working relationships with internal partners at all levels of the organization</li><li>Coach business leaders and managers on HR policies and processes including talent planning, performance management, recruiting, learning and development, and overall employee experience</li><li>Manage, develop and coach the Corporate HR Business Partner team, fostering a learning environment to grow their capabilities with an emphasis on creative problem solving, collaboration, and accountability</li><li>Drive HR strategies and approaches that foster an environment of inclusivity and respect&nbsp;</li><li>Consults with managers to develop/review compensation recommendations and identifies potential problems. Works with managers on resolutions to job evaluation issues to ensure Fair Labor Standards Act (FLSA) compliance</li><li>Partners closely with hiring managers and Talent Acquisition/RPO to identify resource needs, align on job qualifications, ensure consistent screening processes, and provide compensation guidance that supports internal equity</li><li>Analyzes relevant data (e.g., headcount, open requisition, attrition, payroll) to proactively support the business in achieving their financial goals and business objectives</li><li>Oversees overall employee experience for corporate groups, from onboarding to offboarding; drives process improvements by working with direct reports to identify opportunities to positively influence and develop programs and practices that improve the employee experience&nbsp;</li><li>Stays up to date on HR policies and employment laws related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partner with Legal Counsel as needed/required</li><li>Partner with HR Centers of Excellence (Talent Management, Talent Acquisition, Learning &amp; Development ) to implement programs in support of organizational objectives including current and future skill needs, leadership capabilities, mentorship opportunities, etc.&nbsp;</li><li>Oversees outreach initiatives within local communities, building relationships and partnerships that will contribute to Howmet’s talent pipeline</li></ul> Essential knowledge, skills, and abilities: <ul><li>Proficiency in Microsoft Office suite</li><li>Working knowledge of all HR functions&nbsp; to support a global population in a Generalist/HR Business Partner capacity</li><li>Capable of maintaining confidentiality of employee information, maintains high ethical standard in all practices</li><li>A player and coach mentality; capable of being an effective people leader who is willing to dig in and help drive initiatives forward&nbsp;</li><li>Excellent interpersonal skills, capable of quickly building trusting relationships, collaborating effectively cross-functionally, and influencing without direct authority Strong conflict management skills, able to remain calm and constructive while navigating people through difficult situations</li><li>Self-motivation, capable of taking initiative to proactively problem solve and identify solutions with minimal oversight</li><li>Agile and flexible, able to pivot and react quickly and effectively to new and high priority needs</li><li>Strong organizational skills and demonstrated ability to effectively organize, prioritize, balance, and manage multiple priorities, always drives for results and follows through</li><li>Excellent communication skills, both verbally and in writing, to convey information appropriately to a variety of audiences Sound judgment; able to appropriately challenge the business, grounding decisions based on logic and fairness to determine the best path forward&nbsp;</li></ul> Basic Qualifications: <ul><li>Bachelor's degree from an accredited college or university</li><li>Minimum 7 years of experience in Human Resources&nbsp;</li><li>Minimum 3 years of experience in supervisory role</li><li>Willing and able to travel to company locations (domestic and international) 10%-15% of the time</li><li>Employees must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire.&nbsp; Visa sponsorship is not available for this position.</li></ul> &nbsp;Preferred Qualifications:&nbsp; <ul><li>Bachelor’s degree in human resources</li><li>Experience with HR data analytics, utilizing HRIS (preferably Oracle HRIS)</li><li>HR Certification a plus</li><li>Experience in a manufacturing environment preferred</li><li>Experience working with a global workforce preferred</li></ul> Salary Range:&nbsp;$100,000 – $135,000 per year approximation (actual compensation is subject to variation due to factors such as education, experience, skillset, and/location). About Howmet Aerospace Howmet Aerospace Inc. (NYSE: HWM), headquartered in Pittsburgh, Pennsylvania, is a leading global provider of advanced engineered solutions for the aerospace and transportation industries. Our primary businesses focus on jet engine components, aerospace fastening systems, titanium structural parts and forged wheels. With $6.6 billion in revenue in 2023, our products play a crucial role in enabling fuel efficiency and lightweighting, contributing to our customers’ success and making a positive impact on the world. To learn more about the way Howmet Aerospace Inc. is advancing the sustainability of our customers, markets, and communities where we operate, review the 2023 Environmental Social and Governance report at&nbsp;<a>www.howmet.com/esg-report</a>. Follow: <a>LinkedIn</a>, <a>Twitter</a>, <a>Instagram</a>, <a>Facebook</a>, and <a>YouTube</a>. Howmet is proud to be an Equal Employment Opportunity and Affirmative Action employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or other applicable legally protected characteristics. If you need assistance to complete your application due to a disability, please email&nbsp;<a href="mailto:TalentAcquisitionCoE_Howmet@howmet.com" target="_blank">TalentAcquisitionCoE_Howmet@howmet.com</a> Working at Howmet’s Corporate Center <ul><li>You'll receive&nbsp;a generous 401k retirement plan, medical insurance, and free access to additional resource such as our Employee Assistance Program’s: counseling, legal consulting, childcare, convenience services, and more.</li> <li>Diversity Employee Resource Groups (ERGs) dedicated to fostering inclusive work environments that leverage the diversity of backgrounds, experience and thought within our organization.</li> <li>Ongoing opportunities to participate in a wide variety of Learning &amp; Development programs. </li><li>Offers a hybrid work schedule, promoting a collaborative work environment and flexibility. </li><li>Participate in corporately sponsored volunteer service events </li><li>Opportunities to plan and/or attend organized social &amp; community based activities to build your network </li><li>Onsite cafeteria options with a terrace overlooking the city, direct access to the Riverwalk, and a close proximity to PNC Park. </li><li>Access to LifeBalance, where you can save money on the things we all love most - fun family time, the great outdoors, health, fitness, travel, sports, and the arts&nbsp;</li></ul>

Howmet Aerospace

Senior HR Manager

Recruiter/Onboarding Coordinator&nbsp; This opening is with Howmet Aerospace – a world leader in investment casting of superalloys, aluminum and titanium primarily for jet aircraft and industrial gas turbine markets. For more information about Howmet Aerospace, visit us online at&nbsp;<a>www.howmet.com</a>. Howmet has challenging opportunities for individuals who are excited to engage with us in growing our business. Join us where you will be part of a dedicated team to manufacture high tech products, safely, accurately and efficiently, you will perform a variety of hands-on operations in accordance with standardized processes within customer specifications. Job Summary: The On-Site Recruiter is responsible for meeting the hiring needs of the Hampton Plants by filling open positions with talented and qualified candidates. This entails sourcing and screening candidates, coordinating the interview process, and facilitating offers while ensuring candidates have a pleasant introductory experience to the Company. The Recruiter will source and attract candidates by using databases, social media, attending job fairs, etc. Conduct phone screens / in-person interviews and filter candidates for open positions. Role is responsible for the sourcing of candidates using a variety of search methods to build a robust candidate pipeline. Essential Job Functions &amp; Responsibilities: <ul><li>Full cycle recruiting process</li><li>Develop job postings and position requirements with hiring managers</li><li>Sourcing and attracting candidates for open roles</li><li>Screen candidates by reviewing resumes and job applications, and performing phone screenings</li><li>Schedule, coordinate and conduct interviews</li><li>Facilitate the offer process and extend offers of employment to salaried candidates.</li><li>Initiate background checks and physicals</li><li>Ensure all screening, hiring, and selection is done in accordance with company policy, employment laws and regulations</li><li>Approach on regular basis all direct 0-90 days seniority employees with standard questions to gather key feedback data for correct new hire assimilation in the organization.</li><li>Develop and maintain a comprehensive training calendar to ensure all production employees receive the necessary training to enhance their skills and knowledge.</li><li>Review training for effectiveness through 90 days.</li><li>Coordinates between all department SPA’s gathered items and follow up closure of items.</li><li>Evaluate training effectiveness through post-training assessments and feedback sessions.</li><li>Present summarized reports and recommendations to Plant leadership on regular basis for all new hire follow up.</li><li>Maintain employee records and ensure compliance with relevant laws and regulations.</li><li>Effective strategic communications.</li><li>Compliance issues such as EEO/AAP, FLSA, and FMLA.</li></ul> Skills &amp; Abilities: <ul><li>Computer skills (HRIS, ATS, Microsoft Office, etc.)</li><li>Ability to communicate effectively, both orally and in writing</li><li>Organizational and time management skills</li><li>Working knowledge of applicant tracking and HRIS systems</li><li>Solid understanding of employment laws and regulations</li><li>Familiarity with a wide variety of sourcing avenues/experience with networking</li></ul> Basic Qualifications:&nbsp; <ul><li>Bachelor’s Degree in Human Resources, Business, Organizational Development, or Psychology from an accredited institution OR Associate's Degree and 4 years recruiting experience.&nbsp;</li><li>A minimum of 2 years salaried recruiting experience in manufacturing or engineering&nbsp;</li><li>Must be able to provide documentation in the original form establishing both your identity and your employment eligibility in the U.S.</li><li>This position entails access to export-controlled items you must be able to lawfully obtain access to such items.</li></ul> About Howmet Aerospace Howmet Aerospace Inc. (NYSE: HWM), headquartered in Pittsburgh, Pennsylvania, is a leading global provider of advanced engineered solutions for the aerospace and transportation industries. Our primary businesses focus on jet engine components, aerospace fastening systems, titanium structural parts and forged wheels. With $6.6 billion in revenue in 2023, our products play a crucial role in enabling fuel efficiency and lightweighting, contributing to our customers’ success and making a positive impact on the world. To learn more about the way Howmet Aerospace Inc. is advancing the sustainability of our customers, markets, and communities where we operate, review the 2023 Environmental Social and Governance report at&nbsp;<a>www.howmet.com/esg-report</a>. Follow: <a>LinkedIn</a>, <a>Twitter</a>, <a>Instagram</a>, <a>Facebook</a>, and <a>YouTube</a>. Howmet is proud to be an Equal Employment Opportunity and Affirmative Action employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or other applicable legally protected characteristics. If you need assistance to complete your application due to a disability, please email&nbsp;<a href="mailto:TalentAcquisitionCoE_Howmet@howmet.com" target="_blank">TalentAcquisitionCoE_Howmet@howmet.com</a>

HR Recruiter

<h4>Campus Recruiter</h4>Time type: full timePosted on: July 17, 2024Job requisition id: R3725What we need We are looking for a Campus Recruiterto join Symbotic, a fast pace robotics company. We are seeking a campus recruiter who will drive the full-cycle recruiting experience in partnership with candidates and hiring managers for intern, co-op, and new grad roles. This person will partner onbuilding&nbsp;robust hiring programs to develop and execute the next generation of leaders for our operations organization.These programs are designed to provide students and recent graduates with hands-on experience, professional development, and opportunities to contribute to impactful projects within our organization. We are on the verge of explosive growth and looking for an outstanding campus recruiter, who is excited to operate in a start-up, to medium-sized company.&nbsp;What we doThe Talent Acquisition team is part of the Human Resources organization which is responsible for partnering with Symbotic employees during the employment life cycle; starting with recruiting, hiring, onboarding, learning and development, and employee general support. The Talent Acquisition team supports the organization by engaging, attracting, and identifying top talent into the Symbotic organization.&nbsp;What you’ll do<ul><li>Develop and execute strategies to attract and recruit high-potential students for internships and entry-level positions within the Operations organization.</li></ul><ul><li>Source candidates through various channels including campus career fairs, online job boards, social media, and university partnerships.</li></ul><ul><li>Manage the end-to-end recruitment process from initial outreach to offer acceptance, ensuring a positive candidate experience throughout.</li></ul><ul><li>Collaborate with internal stakeholders to design and implement engaging campus programs and internship experiences.Monitor and evaluate theeffectiveness.</li></ul><ul><li>Build innovative strategies for early career candidate attraction, engagement and recruitment&nbsp;</li></ul><ul><li>Act as the primary resource for early career candidates throughout the recruitment process.</li></ul><ul><li>Establish best in class candidate management including sourcing, interviewing, extending offers, and candidate communication.</li></ul><ul><li>Coordinate onboarding, events, and overall intern experience for Operations summer intern program.</li></ul><ul><li>Assist Talent Acquisition team with occasional recruiting efforts.</li></ul>What You’ll Need<ul><li>Bachelors’ degree in Business, HR or other related field from and accredited institution.</li></ul><ul><li>Combination of education and recruitment experience may be substituted for degree.</li></ul><ul><li>Passion for working with candidates in the early career space.</li></ul><ul><li>Exceptional organization and communication skills.</li></ul><ul><li>Strong track record of planning and executing events.</li></ul><ul><li>Ability to travel 30%.</li></ul>Our Environment <ul><li>Up to 30% of travel may be required. Employees must have a valid driver’s license and the ability to drive and/or fly to client and other customer locations.</li></ul><ul><li>The employee is responsible for owning a credit card and managing expenses personally to be reimbursed on a bi-weekly basis.</li></ul>#LI-AM1#LI-Hybrid Apply Now

Symbotic

Campus Recruiter

Compensation Type: SalariedCompensation: $45,115.00Job SummaryThe Design, Construction &amp; Trades Career Educator will be a persuasive communicator and relationship builder with a passion for the great outcomes that can result from a Columbus State education. Leveraging industry knowledge and relationships within the corporate/workforce environment, this role will promote the Civil Engineering Technology, Surveying, and Construction Management programs to the Central Ohio region. This position requires someone who can build rapport quickly with potential students, K-12 partners, employers, and other key stakeholders. The individual will be well adept at communicating to a diverse audience in a variety of settings and possesses strong presentation skills.Recruitment <ul><li>Represents and promotes the College and recruits prospective students for Civil Engineering, Surveying, and Construction Management programs, as well as other construction programs, as necessary. Arranges and conducts targeted recruitment activities, seeks to grow a pool of prospective students through a combination of mass communication and individual relationship building, nurtures prospects through admission and enrollment. Establishes expertise in the characteristics, goals, media consumption habits, and locations of prospective students and leverages this expertise to attract quality students.</li><li>Maintains regular contact with future students and performs follow-up communication to ensure they are progressing through the application/enrollment process. Collaborates with and executes referrals to department faculty and staff, Admissions office team members, and other college departments/personnel to facilitate enrollment. Assists with on-campus visits, providing campus tours, special event programming, and other internal and external recruitment activities.</li></ul>Career Education <ul><li>Works with department faculty and staff to facilitate a deep understanding of the College’s offerings in Civil Engineering, Surveying, and Construction Management. Explains educational program options and transfer opportunities and assists students with developing a plan of action and setting proper expectations.</li><li>Utilizes career readiness and development strategies to create and deliver industry-specific career coaching presentations and engagement activities within K-12 education, industry/employer partner, and community environments.</li><li>Maintains knowledge of industry-specific job placement rates, career pathways, and salary information for the Central Ohio region.</li></ul>Building Relationships <ul><li>Generates a network of contacts within the construction community comprised of executives, managers, and community leaders to assist in yielding enrollment in the programs identified. Establishes relationships with K-12 contacts including school instructors, counselors, and principals throughout the College’s service area to identify and yield prospective students.</li><li>Works with academic department faculty and staff to facilitate a deep understanding of the College’s programs and associated academic, co-curricular, and career-development opportunities.</li></ul>Administration <ul><li>Tracks recruitment and engagement activities, evaluates their effectiveness, and recommends outreach changes and improvements. Keeps accurate records, completes and maintains all required documentation, as well as outreach activity statistics and reports.</li></ul>Diversity, Equity &amp; Inclusion <ul><li>Develops and maintains strategic partnerships with diverse groups and communities. Partners strategically with Talent Acquisition to ensure the best Diversity, Equity &amp; Inclusion practices are utilized in hiring that results in the hiring and retention of a diverse faculty and staff. Helps to ensure the College meets its responsibilities in identifying problem areas and systemic concerns while reporting complaints alleging discrimination.</li><li>Takes responsibility for creating a welcoming, inclusive, and productive work environment where all employees feel valued and able to contribute to their full potential, regardless of their differences. Fosters and maintains a safe environment of respect and inclusion for faculty, staff, students, and members of the community.</li></ul>*Regular, predictable, and punctual attendance is required.Minimum Qualifications <ul><li>Bachelor’s Degree in business, marketing, public relations, communications, higher education administration, or a closely related field. </li><li>Five (5) years of tangible success in outside sales, recruitment, marketing, and promotional environment. Familiarity and established industry contacts within corporate/workforce environment. </li><li>An appropriate combination of education, training, coursework, and experience may qualify a candidate.</li><li>State Motor Vehicle Operator's License or demonstrable ability to gain access to work site(s).</li></ul>CSCC has the right to revise this position description at any time. This position description does not represent in any way a contract of employment.Full Time/Part Time:Full timeUnion (If Applicable):Scheduled Hours:40Additional InformationIn order to ensure your application is complete, you must complete the following:<ul><li>Please ensure you have all the necessary documents available when starting the application process. For all faculty positions (Instructor, Annually Contracted Faculty, and Adjunct), you will need to upload an unofficial copy of your transcript when completing your aplication. </li><li>Prior to submitting your application, please review and update (if necessary) the information in your candidate profile as it will transfer to your application.</li></ul>If you are a current employee of Columbus State Community College, please log in to Workday to use the internal application process.Thank you for your interest in positions at Columbus State Community College. Once you have applied, the most updated information on the status of your application can be found by visiting your Candidate Home. Please view your submitted applications by logging in and reviewing your status.

9 Human Resources / HR Jobs