HR Manager Salary in New York, NY

We will look at someone currently at a law firm in HR or PD or recruiting. 2+ years of experience someone who is an assistant that wants to be a coordinator we will see as well tons of room to grow.JOB SUMMARYThis is for a leading global law firm, advising clients on significant transactions and disputes. Our exceptional teams craft and deploy creative legal strategies that are meticulously tailored to every matter, however complex or high-stakes. The firm’s work is distinguished by a unique combination of precision and vision.Based in the New York office, the Coordinator, Human Resources will be primarily responsible for supporting the New York office as well as the Human Resources department in a variety of areas including, but not limited to, local recruiting and onboarding, updating and maintaining personnel related data, and general HR administrative support for both local and global HR.This role will report into both the Human Resources Senior Manager and the New York Director of Administration.Responsibilities include:· Ensures that best practices related to maintaining personnel and employment related data are followed and that all required approvals and firm policies/procedures have been confirmed and adhered to.· Serves as an HR resource to the NY office, responding to questions and inquiries related to firm policies and procedures. Actively seeks to develop strong working relationships with attorneys and staff.· Partners with the NY Management team to provide recruiting support for local staff positions in the New York office. Develops effective partnerships with hiring managers to understand and successfully support their recruiting needs.· Leverages the Firm’s applicant tracking system, viRecruit, in order to effectively manage open positions and candidates.· Reviews applications, conducts phone screens, schedules interviews, completes pre-employment checks, and extends verbal and written offers of employment to successful candidates.· Enters new hires into the Firm’s onboarding platform and partners with members across various departments to ensure new hires are setup correctly and timely.· Responds to inquiries regarding the Onboarding platform to ensure individuals are able to complete tasks timely.· Administers the new hire orientations for the NY based staff employees and assists with the completion and review of I-9 forms.· Acts as a liaison for matters related to the day-to-day workflow and operations between HR and other core business units including Benefits, Payroll, Finance, IT and Marketing.· Coordinates federal, state and city labor law posters for the NY office to ensure compliance.· Assists with the staff year-end review process.· Provides support to the HR department during peak seasons, and on an as-needed basis.· Provides back-up support responding to the HR department email account by responding to inquiries from staff, management, and attorneys globally.· Provides general administrative support to local office and the global HR department, as needed.QUALIFICATIONS· Capable of maintaining confidence of personal and highly sensitive information.· Effective communication skills (written and verbal) to interact with all levels of leadership, and technology and business partners along with managing a productive working relationship.· Strong organizational skills with ability to prioritize multiple tasks and priorities, while meeting deadlines of fast-paced environment.· Strong attention to detail.· Demonstrated knowledge of general Human Resources practices and principles and federal and state regulations.· Critical thinking and sound judgment with ability to analyze and resolve problems.· Demonstrated high level of proficiency in Microsoft Word, Excel, Outlook and PowerPoint.· Ability to work overtime as necessary.EXPERIENCE· Bachelor’s Degree in Human Resources or related field or equivalent relevant work experience required.· Minimum of 2 years of work experience in Human Resources department at a law firm or other professional services organization strongly desired.· Completion or ongoing pursuit of a Professional Human Resources certification a plus.· Experience with onboarding platforms, such as SilkRoad, and applicant tracking systems, particularly viRecruit, strongly desired.· Demonstrated knowledge of Human Resources, Payroll and Benefits practices and principles. As well as general knowledge of employment laws and regulations and data privacy laws.Compensation & Benefits:The annual compensation range for this position is $65 90k. The salary offered within this range will depend upon qualifications and other operational considerations. Benefits offered for this position include health care; retirement benefits; paid days off, including sick time, and vacation time; parental leave; basic life insurance; Flexible Spending Accounts; as well as discretionary, performance-based bonuses.

Employee Relations:Serve as a primary point of contact for employee inquiries, concerns, and conflict resolution.Provide guidance and support to supervisors and employees on HR policies, procedures, and best practices.Conduct investigations into employee complaints or grievances and recommend appropriate courses of action.Performance Management:Coordinate the performance evaluation process, including goal setting, performance reviews, and development planning.Collaborate with managers to address performance issues and implement performance improvement plans as needed.Track and analyze performance data to identify trends and opportunities for enhancement.Onboarding and Offboarding:Manage the full-cycle onboarding process for new hires, including orientation, paperwork, and training coordination.Facilitate smooth offboarding processes for departing employees, conducting exit interviews and ensuring compliance with relevant policies and regulations.Develop and maintain onboarding/offboarding materials, including manuals, checklists, and documentation.HR Administration:Maintain accurate employee records and databases, ensuring compliance with legal requirements and organizational policies.Process employee changes, such as promotions, transfers, and terminations, in a timely and accurate manner.Assist with the administration of benefits programs, including enrollment, changes, and inquiries.MPI does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, marital status, or based on an individual's status in any group or class protected by applicable federal, state or local law. MPI encourages applications from minorities, women, the disabled, protected veterans and all other qualified applicants.Bachelor's degree in Human Resources, Business Administration, or a related field.3+ years of progressive experience in HR roles, preferably in the nonprofit or social services sector.Strong knowledge of employment laws, regulations, and best practices.Excellent interpersonal and communication skills, with the ability to interact effectively with individuals at all levels of the organization.Demonstrated ability to handle sensitive and confidential information with professionalism and discretion.Highly organized, detail-oriented, and able to manage multiple priorities in a fast-paced environment.Proficiency in HRIS systems and Microsoft Office Suite.

Talent Acquisition: Spearhead recruitment efforts to attract top-tier professionals who align with the brand's values.Training and Development: Implement programs to nurture employee skills and enhance customer service in alignment with luxury standards.Employee Relations: Cultivate a positive work environment through effective communication and conflict resolution strategies.Performance Management: Implement performance appraisal systems to recognize and reward exceptional performance, maintaining high standards of service and professionalism.MPI does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, marital status, or based on an individual's status in any group or class protected by applicable federal, state or local law. MPI encourages applications from minorities, women, the disabled, protected veterans and all other qualified applicants.Proven track record in recruiting and retaining top-tier talent with a keen eye for individuals who embody the brand's ethos and can deliver exceptional customer service experiences.Ability to demonstrate a deep understanding of luxury retail culture and values, ensuring HR strategies resonate.Emotional intelligence to navigate sensitive situations and foster positive relationships.Collaborative mindset with the ability to work closely with cross-functional teams to support organizational goals.

Dow Jones & Co.Dow Jones, Making Careers NewsworthyAll qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, protected veteran status, or disability status. EEO/AA/M/F/Disabled/Vets.Dow Jones is committed to providing reasonable accommodation for qualified individuals with disabilities, in our job application and/or interview process. If you need assistance or accommodation in completing your application, due to a disability, email us at [email protected]. Please put “Reasonable Accommodation in the subject line.NYC - 1211 Ave of the AmericasFull timeJob_Req_41277Job Description:About Us: Dow Jones is a global provider of news and business information, delivering content to consumers and organizations around the world across multiple formats, including print, digital, mobile and live events. Dow Jones has produced unrivaled quality content for more than 130 years and today has one of the world's largest news-gathering operations globally. It is home to leading publications and products including the flagship Wall Street Journal, America's largest newspaper by paid circulation; Barron's, MarketWatch, Mansion Global, Financial News, Investor's Business Daily, Factiva, Dow Jones Risk & Compliance, Dow Jones Newswires, OPIS and Chemical Market Analytics. Dow Jones is a division of News Corp (Nasdaq: NWS, NWSA; ASX: NWS, NWSLV). About the Role: The Dow Jones People team encourages the diverse opinions, skills, and strengths of our colleagues around the world with respect and empathy when delivering work. We do this by working together for the greater good, sharing our expertise, experience and ideas to support each other both within our team and when engaging our Centers of Excellence. We're uniquely positioned as a partner to our employees and businesses to develop relationships focused on both people and goals. Through collaboration with the People team's Center of Experts, business partners ensure the workforce is supported, engaged, and future-focused. We're looking for a Manager, People Business Partner who has experience building relationships with leaders, understanding business needs and influencing to lead positive change throughout an organization. You will be a role model to the HR Generalists and junior members of the People team, sharing best practices and skills to help them succeed and grow. You will live our values of Collaboration, Trust, Impact, and Excellence through your work, delivering a people-first approach to our client groups, driving improvements around our own ways of working, and supporting data-driven strategies. You will report to a Director, People Business Partner and will work in our NYC headquarters at least three days a week. You Will:Work toward KPIs that help connect the People Team to the goals of the businessDevelop an intimate understanding of the businesses you support and be a strategic partner to leaders on programs including: employee engagement, retention, performance planning, employee relations, career development, employee metrics, succession planning, and organizational structuring.Bring the right people together to build new tools and improve the way we work.Advocate for diversity, equity, and inclusion within the organization, personally and programmatically.Foster productive conversations around all areas of the employee life cycle and our internal programs.Develop and implement new processes and improve existing ones.Provide honest, constructive feedback and input, even when it may be unpopular.Inform and help create human resource practices and systems that promote our competitive advantage as well as support employee retention, business priorities, and collective bargaining agreements.Advance our culture of trust by collaborating, sharing in successes, and encouraging colleagues.You Have:A willingness to work in the NYC office at least three days each week5+ years of progressively responsible human resources experience including employee relations, DE&I, workplace investigations, and performance managementExperience with current employment/labor laws (federal, state, and local regulations)Experience improving, developing, and implementing best practicesExperience using data analytics to make actionable recommendationsExperience building relationships, gaining credibility, and being viewed as a trusted advisorThe ability to balance business and employee advocacyExperience facilitating talent movement into and throughout an organization, using your understanding of individual and organizational dynamicsCollaboration, coaching, and counseling skillsBachelor's degree or equivalent experienceOur Benefits:Comprehensive Healthcare PlansPaid Time OffRetirement PlansComprehensive Medical, Dental and Vision Insurance PlansEducation BenefitsPaid Maternity and Paternity LeaveFamily Care BenefitsCommuter Transit ProgramSubscription DiscountsEmployee Referral ProgramLearn more about all our US benefits . #LI-Hybrid All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, protected veteran status, or disability status. EEO/AA/M/F/Disabled/Vets . Dow Jones is committed to providing reasonable accommodation for qualified individuals with disabilities, in our job application and/or interview process. If you need assistance or accommodation in completing your application, due to a disability, please reach out to us at [email protected]. Please put "Reasonable Accommodation" in the subject line. Reasonable accommodation: Dow Jones, Making Careers Newsworthy - We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. EEO/AA/M/F/Disabled/Vets. Dow Jones is committed to providing reasonable accommodation for qualified individuals with disabilities, in our job application and/or interview process. If you need assistance or accommodation in completing your application, due to a disability, email us at [email protected]. Please put "Reasonable Accommodation" in the subject line and provide a brief description of the type of assistance you need. This inbox will not be monitored for application status updates.Business Area: Dow Jones - PeopleJob Category:Human ResourcesUnion Status:Non-Union rolePay Range: $65,000 - $200,000We recognize that attracting the best talent is key to our strategy and success as a company. As a result, we aim for flexibility in structuring competitive compensation offers to ensure we are able to attract the best candidates. The quoted salary range represents our good faith estimate as to what our ideal candidates are likely to expect, and we tailor our offers within the range based on the selected candidate's experience, industry knowledge, location, technical and communication skills, and other factors that may prove relevant during the interview process.Pay-for-performance is a key element in our strategy to attract, engage, and motivate talented people to do their best work. Similarly to salary, for bonus eligible roles, targets are set based on a variety of factors including competitive market practice.For benefits eligible roles, in addition to cash compensation, the company provides a comprehensive and highly competitive benefits package, with a variety of physical health, retirement and savings, caregiving, emotional wellbeing, transportation, and other benefits, including "elective" benefits employees may select to best fit the needs and personal situations of our diverse workforce..Business Area: Dow Jones - PeoplePI238706999

Earthjustice is the premier nonprofit environmental law organization. We take on the biggest, most precedent-setting cases across the country. We wield the power of law and the strength of partnership to protect people's health; to preserve magnificent places and wildlife; to advance clean energy; and to combat climate change. We partner with thousands of groups, supporters, individuals and communities to engage the critical environmental issues of our time, and bring about positive change. We are here because the earth needs a good lawyer. Founded in 1971, Earthjustice has a distinguished track record of achieving significant, lasting environmental protections. We achieve this by hiring people who share a passion for justice and a healthy environment. Our headquarters are in San Francisco with offices in Anchorage, Juneau, Los Angeles, Tallahassee, Honolulu, Houston, New York, New Orleans, Philadelphia, Denver, Seattle, Bozeman, Miami and Washington, DC. Leveraging guidance from the AVP of HR Partnership, Strategy, and Operations ("AVP") and HR Partner team, the successful candidate will provide HR support to a specific portfolio of business units (client groups) across the organization. The role acts as a strategic HR consultant and coach to dedicated groups and advises subject matter experts within HR regarding programs and policies. The position must be able to consult and advise all levels of staff across a broad multitude of subjects, including but not limited to employee relations, performance management, talent and organizational development, compensation, diversity, equity and inclusion ("DEI") and employee engagement to recommend solutions and guidance that embody Earthjustice's core values and strategic objectives. The successful candidate will need to collaborate closely with the HR Partner team to understand context, history, policies, and relationships corresponding to each client group in order to effectively deploy solutions and counsel. The position will be based in our New York office and will be required to work in-office at least once per week. This position is a full-time role and the staff member will be expected to work standard business hours eastern time Monday-Friday. Responsibilities Employee Support - (Full employee lifecycle) (65%) Build relationships with staff at all levels and be a trusted advisor in the areas of professional development, recruitment, performance management, benefits, compensation, and other HR functions. Elevate employee needs to appropriate HR team member for solutions as needed. Implement effective employee relations strategies, guidelines, and procedures. Conduct and lead investigations related to employee claims and advise leaders, with support from the AVP of HR Partnerships and HR Partners as needed. Collaborate closely with the Compensation team to manage the promotion process, ensuring equitable outcomes that adhere to both Earthjustice values as well as internal guidelines and policies. Support performance improvement processes, leveraging performance improvement plans and collaboration with leadership to drive optimal outcomes. Partner with AVP of HR Partnerships, HR Partners, VP Human Resources, and General Counsel in addressing complex employee relations and performance management concerns/issues. Regularly coach managers as they navigate complex interpersonal and team challenges. In collaboration with the Compensation team, conduct job description/position assessments and partner with Recruitment to support the hiring process in order to help client groups quickly meet capacity needs. Partner with the Compensation team to provide input on compensation strategy and address compensation topics for staff as they arise. Champion use of appropriate communication channels for employees to raise issues/concerns. Identify internal or external resources to support staff with conflicts, mediations, or other interpersonal needs. Partner closely with the Community, Justice & Impact (our DEI) team regularly to deploy effective guidance and solutions for staff. Report trends to HR team/AVP of HR Partnerships/HR Partners regarding employment or management practices that may not align with organizational values or may hinder employees from reaching their full potential. Work with AVP of HR Partnerships and HR Partners to create insights from data to inform process and program improvements and share findings with key partners to develop and deliver a plan that links to HR strategy. Communicate with employees regarding various concerns, providing prompt guidance and recommendations for timely resolution of issues. Promptly address concerns related to applicable Equal Employment Opportunity laws including Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and other similar federal and state laws. Ensure compliance with federal, state, and local laws and regulations. Demonstrate our Earthjustice values of Justice, Partnership, Inclusion and Excellence. Work with the AVP of HR Partnerships and HR Partners to manage the annual employee engagement survey, summarize results, and develop recommended action plan. Initiate new hire and exit interviews and present high-level themes to management for continuous improvement. Provide new hires with overview of HR functional areas, resources and support as part of onboarding process. Support staff offboarding to ensure seamless transitions (managing exit interviews, checking in with departing staff to cover offboarding information, partnering with managers to strategize around backfills of vacant positions) Change Management (20%) In partnership with HR and other departmental teams, implement change management plans that maximize employees' understanding and adoption of new programs and ways of operating. Encourage and support employee adoption of new HR technology, programs, and initiatives. Develop communication plans and employee engagement plans to support successful roll out of projects/initiatives. Team and Culture Building (10%) Partner with teams and staff across the organization to ensure staff members understand and can utilize the HR tools and resources available to them. Communicate training and professional development opportunities to staff. Share knowledge on utilization and satisfaction of various programs with the Talent Management team. Create a learning culture, by encouraging debriefing after completion of significant stages of projects. Professional Development (5%) Update job knowledge by participating in educational opportunities; reading professional publications; and maintaining personal networks. Participate in trainings, webinars, affinity groups, and conversations to continuously deepen understanding of diversity, equity, and inclusion. Other duties as assigned. Required Travel - Occasional travel may be required to regional offices to hold office hours for HR related needs and/or to facilitate trainings. Bachelor's degree or equivalent years of related experience. 5+ years of experience in Human Resources; extensive experience in providing HR consultancy and managing highly complex employee relations cases is required. Experience working in a workplace that prioritizes diversity, equity and inclusion progress strongly preferred. Experience managing the offboarding process (both voluntary and involuntary separations). Experience navigating performance improvement plans (PIPs) and coaching managers through performance challenges is a must. Knowledge of employment law (multi-state), compliance, employee relations required, and experience collaborating with the General Counsel's office. Extensive experience in navigating complex employee relations cases as well as experience with appropriate HR documentation. Sound judgment and discretion; able to handle sensitive and confidential information appropriately. Highly collaborative style and willingness and demonstrated ability to work in teams. Demonstrated ability to identify and develop strong working relationships in a way that builds and maintains trust. Demonstrate an awareness and sensitivity to the needs and concerns of individuals from diverse cultures, backgrounds, and orientations. High level of emotional intelligence including self-motivation, self-awareness, empathy, ability to give and receive feedback, and outstanding interpersonal skills. Contribute to the creation of a diverse, equitable, and inclusive work culture that encourages and celebrates differences. Experience working in an organization with multiple offices-and across various time zones. Ability to multi-task and be action oriented; exercise independent judgement and decision-making. HR Certification preferred (e.g. SHRM-CP, PHR) Compensation: We offer a competitive salary and excellent, comprehensive benefits.We also offer a casual and congenial work environment. Salary range in New York, NY: $125,300 - $139,200 To Apply: Interested candidates should submit the following materials via Jobvite. Incomplete applications will not be considered. Resume. Cover letter. Information about our hiring process and tips for success can be found at https://earthjustice.org/about/jobs/hiring-process. Please reach out to [email protected] if you are having technical difficulties submitting your application. No phone calls, drop-ins, or hard copies. Earthjustice only considers applications submitted for current openings via Jobvite. Unsolicited resumes or resumes for posted positions that are not submitted via Jobvite will not be reviewed or retained. Earthjustice is driven by a passion for justice, partnership and excellence. Our core values lead us to seek a broad range of perspectives and backgrounds to achieve our mission and to maintain an inclusive environment where all staff are valued and respected. As an equal opportunity employer, we are committed to employment practices that ensure that employees and applicants for employment are given equal opportunities without regard to race, color, national origin, ancestry, sex, age, religion, physical or mental disability, medical condition, veteran status, marital status, pregnancy, sexual orientation, gender identity, gender expression, genetic information or any other factor that is not related to the position. For positions located within the City and County of San Francisco: Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. For positions located within the City of Los Angeles: We will consider qualified applicants with criminal histories in a manner consistent with the Los Angeles Fair Chance Initiative for Hiring. recblid xsbsiss5jqqmywzt3xnp930e1oe0ij

FreeWheel, a Comcast company, provides comprehensive ad platforms for publishers, advertisers, and media buyers. Powered by premium video content, robust data, and advanced technology, we're making it easier for buyers and sellers to transact across all screens, data types, and sales channels. As a global company, we have offices in nine countries and can insert advertisements around the world.Job SummaryResponsible for partnering with assigned client organizations and Human Resources team(s) to ensure strategies and initiatives are met. Coordinates recruitment, compliance, benefits, compensation and employee relations activities to maximize employee resources. Manages team which may include exempt and non-exempt employees. Serves as subject matter expert and provides guidance to employees as required. Develops processes and procedures to drive department efficiencies. Assists in the development and meeting of departmental budget.Job DescriptionCore ResponsibilitiesCounsels, orientates and trains managers and supervisors on the interpretation and administration of Human Resources policies. Administers Human Resources policies and procedures as they pertain to all employees.Recommends new approaches, policies and procedures to maintain efficient and effective services.Focused on strategic & consistent execution of initiatives for people and culture.This role will serve as POC for COE's when needing to conduct research with local HR to gather insights, and executing on broader org. initiatives.Lead Freewheel wide talent preparations and follow up.ELT Workforce Planning prep, follow up and quarterly reportingFreewheel wide or cross BU projects related to globalization efforts, engagement, global culture issuesPOC for CA-HRSA and other CA_COEs to provide research, process, & drive time-bound actions/initiativesServe as liaison to the CA Engagement leads to support and drive both eNPS and YourVoice results/action plans within the Effectv organization.Own and drive Freewheel wide projects focused on culture and care of our people.Provide just in time support for the Freewheel HRBPs team when working on multi function organizational design projects.In times when the broader team may be under resourced, they will serve as just-in-time HR support.Partners with management to ensure strategic HR goals, policies and programs are aligned with business initiatives.Administers compensation programs and assists in job analysis, job evaluation and performance management to ensure compliance with division guidelines.Consistent exercise of independent judgment and discretion in matters of significance.Regular, consistent and punctual attendance. Must be able to work nights and weekends, variable schedule(s) and overtime as necessary.Other duties and responsibilities as assigned.Employees at all levels are expected to:Understand our Operating Principles; make them the guidelines for how you do your job.Own the customer experience - think and act in ways that put our customers first, give them seamless digital options at every touchpoint, and make them promoters of our products and services.Know your stuff - be enthusiastic learners, users and advocates of our game-changing technology, products and services, especially our digital tools and experiences.Win as a team - make big things happen by working together and being open to new ideas.Be an active part of the Net Promoter System - a way of working that brings more employee and customer feedback into the company - by joining huddles, making call backs and helping us elevate opportunities to do better for our customers.Drive results and growth.Respect and promote inclusion & diversity.Do what's right for each other, our customers, investors and our communities.Disclaimer:This information has been designed to indicate the general nature and level of work performed by employees in this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications.Comcast is proud to be an equal opportunity workplace. We will consider all qualified applicants for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, veteran status, genetic information, or any other basis protected by applicable law.EducationBachelor's DegreeWhile possessing the stated degree is preferred, Comcast also may consider applicants who hold some combination of coursework and experience, or who have extensive related professional experience.Relevant Work Experience5-7 YearsSalary:Primary Location Pay Range: $108,514.61 - $162,771.92Comcast intends to offer the selected candidate base pay within this range, dependent on job-related, non-discriminatory factors such as experience. The application window is 30 days from the date job is posted, unless the number of applicants requires it to close sooner or later.Base pay is one part of the Total Rewards that Comcast provides to compensate and recognize employees for their work. Most sales positions are eligible for a Commission under the terms of an applicable plan, while most non-sales positions are eligible for a Bonus. Additionally, Comcast provides best-in-class Benefits. We believe that benefits should connect you to the support you need when it matters most, and should help you care for those who matter most. That's why we provide an array of options, expert guidance and always-on tools, that are personalized to meet the needs of your reality - to help support you physically, financially and emotionally through the big milestones and in your everyday life. Please visit the compensation and benefits summary on our careers site for more details.PDN-9bb14719-ae7c-4d63-ba51-be7147780352

HR Compliance Oversight: Oversee and manage all aspects of HR compliance, including but not limited to, employment laws, regulations, and policies.Policy Development and Implementation: Lead the development, implementation, and maintenance of HR policies and procedures in accordance with legal requirements and best practices.Legal Compliance Monitoring: Stay abreast of changes in employment laws and regulations to ensure ongoing compliance across all areas of HR operations.Risk Assessment and Mitigation: Identify potential areas of compliance risk and develop strategies to mitigate those risks effectively.Training and Education: Develop and deliver training programs for HR staff and management on compliance-related topics, ensuring awareness and understanding of legal obligations.HRIS Integration: Collaborate with HRIS (Human Resources Information Systems) team to ensure that HR systems and processes support compliance requirements.Internal Investigations: Oversee and conduct internal investigations into HR compliance matters, working closely with the Assistant General Counsel as necessary.Audits and Reporting: Conduct regular audits of HR practices and prepare reports to management on compliance status, issues, and recommended actions.Cross-functional Collaboration: Work closely with HR Operations, Legal, and other relevant departments to ensure a coordinated approach to HR compliance.Vendor Management: Oversee relationships with external legal counsel and compliance consultants as needed.MPI does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, marital status, or based on an individual's status in any group or class protected by applicable federal, state or local law. MPI encourages applications from minorities, women, the disabled, protected veterans and all other qualified applicants.Bachelor's degree in Human Resources, Business Administration, Law, or related field. Master's degree or JD preferred.10+ years of progressive experience in HR compliance roles, preferably within the legal industry or professional services firms.Strong knowledge of employment laws and regulations at local, state, federal, and international levels.Experience developing and implementing HR policies and procedures.Exceptional analytical, problem-solving, and decision-making skills.Excellent communication and interpersonal skills, with the ability to interact effectively with all levels of the organization.Proven ability to lead and motivate teams, fostering a culture of compliance and continuous improvement.Relevant certifications (e.g., PHR, SPHR, SHRM-SCP) are a plus.

DESCRIPTIONAt Amazon, our HR Partners (HRPs) are known for their knowledge of HR programs, processes and tools. They act as the frontline consultant to people managers in creating a positive employee experience, offering consistent HR advice on people matters. They operate and are seen as subject matter experts, having sound knowledge in company and local programs, processes and policies, offering a strong and compelling point of view around HR related matters, thus building credibility. They are committed to collaboration with multiple HR Business Partners, HR specialists and people managers across various businesses. A key area of focus for the HR Partner is to increase manager capability, enabling them to be more self-sufficient, and driving manager education on important people programs, policies, tools and processes. While doing this, the HRPs are continuously raising the bar on harmonizing practice across businesses and sharing best practices.Key job responsibilitiesManagers collaborate using different communication channels with the HR Partners to support sensitive and often complex employee issues including disciplinary and performance processes. These channels can include 1:1s, multiple stakeholder meetings, as well as scalable learning formats (circles, lunch and learn sessions etc.) to educate Managers on relevant people matters. The HRP will act as an influential partner in helping managers with talent management processes, people development, and employee relations concerns. Thanks to their visibility across businesses and their access to data on managers’ and employees’ requests, HRPs are in a position to spot trends and identify emerging needs and address them with innovative people programs, tools and processes.1. Employee Relations & Support:• Channel transactional inquiries to HRS Tier1/Tier2. Respond to non-routine inquiries from employees and managers.• Process ownership for Employee Relations management, including disciplinary & performance improvement & exit management.• Consult managers on people matters that require in-depth knowledge of policies, procedures and local legislation.• Coordinate with the legal department and the ER POC on ER matters, and conduct investigations.2. Performance management:• Work with people managers end to end on performance management cases. This includes consulting on performance concerns, supporting managers when starting the process and finalizing separation agreements.• Analyze data and observations across the organization, highlighting trends and recommending/driving solutions, as appropriate3. Talent Management and People Development Consulting:• Consult Managers on Compensation matters compensation planning, and during off cycle and exception compensation requests, thanks to their deep knowledge of Amazon’s compensation philosophy.• Coach, train and guide managers during Talent Management processes, particularly in developing toolkit and communications that help managers to be self-sufficient with Talent Reviews.• Support managers and employees in identifying training opportunities to further develop functional and managerial skills.• Guide people managers with career conversations, Development Plans/Career Growth Plans and other development initiatives.4. HR General:• Act as stewards of the employee experience and Amazon “culture keepers”. Act as POC and Program Manager for people tools, processes, programs or projects. Manage implementation and review of those.• Design and deliver Manager Education Programs (Circles, ‘lunch and learn’, trainings, new leader assimilation etc.) to further drive collective education and manager effectiveness.• Complete cross functional projects and develop programs that improve the employee experience and increase manager capability.We are open to hiring candidates to work out of one of the following locations:New York, NY, USABASIC QUALIFICATIONS- Bachelor’s in Human Resources or related field- 3-5 years of relevant Human Resources experiencePREFERRED QUALIFICATIONS- Master's degree in HR or related field- Business and HR acumen, including strong problem solving skills, high judgment, critical thinking and analysis.- Experience driving recommendations and prioritization.- Experience working in a highly matrixed organization.- Project management and execution skills.- Coaching and consulting skills.- Thrives in a high-pressure environment and able to manage multiple simultaneous priorities.- Possesses intellectual curiosity; brings insight into the team & business.Amazon is committed to a diverse and inclusive workplace. Amazon is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status. For individuals with disabilities who would like to request an accommodation, please visit https://www.amazon.jobs/en/disability/us.Our compensation reflects the cost of labor across several US geographic markets. The base pay for this position ranges from $54,100/year in our lowest geographic market up to $130,200/year in our highest geographic market. Pay is based on a number of factors including market location and may vary depending on job-related knowledge, skills, and experience. Amazon is a total compensation company. Dependent on the position offered, equity, sign-on payments, and other forms of compensation may be provided as part of a total compensation package, in addition to a full range of medical, financial, and/or other benefits. For more information, please visit https://www.aboutamazon.com/workplace/employee-benefits. Applicants should apply via our internal or external career site.

MANGO is a multinational fashion company that designs, manufactures and markets clothing and accessories.At MANGO, we inspire and unite through our passion for style and culture. We are in 118 countries and our online presence extends to more than 85 countries. Our team is made up of people of 112 nationalities.In our team, we are proactive and dynamic, with communication skills and we are always open to new challenges. We are a young and multicultural team, we love the good vibes we have and we work together to achieve results. We are informed of trends and current events in the retail world.We are looking to a hire a People Regional Partner in the New York City area to oversee the East Coast retail team people functions! The East Coast region will consist of 30 stores by the end of 2024.KEY RESPONSIBILITIES You will implement and adapt People processes, policies and actions in accordance with company standards, image and local needs to maximize the effectiveness of the retail business. You will also provide expert insight to support retail structure to attract, develop, motivate and retain our workforce. You are traveling to stores as needed per business needs to support the districts. You will support not only HR Functions but also Recruitment. You will be reporting to the Interntional People Partner of North America.TALENT ACQUISITION Implement the hiring strategy to ensure all key roles are filled in the short and mid-term with high caliber of candidates. Effectively conducting full recruiting cycle for candidates/hires, generating a pool of prospective candidates. Follow up of onboarding correct implementation in stores, collecting feedback of the onboarding program and ensuring an amazing candidate experience.TRAINING & PERFORMANCE Make sure appropriate trainings are in place and collect constant feedback to be able to adapt quickly to the always changing reality of the stores. Carry out specific training according to the market needs. Provide support and guidance to Store Managers and District Managers on the follow up, evaluation and development of their teams and have a robust succession plan for key positions.EMPLOYEE RELATIONS Provide support to Store Managers and District Managers with employees' relations, conflict resolution and mediation when needed. Spread the MANGO culture and values in store ensuring high levels of engagement from all retail team members. Visit stores on a regular basis to evaluate the atmosphere and understand skill gaps/challenges in our teams and collaboratively offer solutions. Conduct the exit interviews to leavers to understand the employee experience, as well as identifying improvement proposals.HEALTH AND SAFETY Follow up all stores have the company H&S protocols in place during periodic visits, making sure our employees are safe in their workplace.LABOUR Collaborate with Labour department to support retail on updates about changes in the legislation, align company behaviors, and help to find new solutions to reach out store needs.ORGANIZATION & PROJECTS Participate in strategic People projects together with Internal Communication, Labour & Payroll, Health & Safety, Talent & Organization and Development and Compensation & Benefits. Analyzation of People KPIs and implement action plans with retail team.REQUIREMENTS-5+ years of experience in HR management in a retail setting and/or in store retail management role-Experience with recruitment, talent management, and performance management-Proficiency in HR systems and recruitment platorms (Workday, Linked In, Indeed)-Excellent communication and interpersonal skills, with the ability to handle difficult conversations wih professionalism-Ability to work in a fast-paced, dynamic environment-Strong analytical and problem-solving skills-Experience with training and development programs-Ability to maintain confidentiality and handle sensitive information-Ability to travel regularly to visit stores within area (up to 50% travel)-Knowledge of employment laws and regulations is a plusWhat makes us special?-You will be part of a leading company in the fashion industry, dynamic and in full innovationClose, inspiring and ambitious work environment-Uniform per season-Constant development opportunities with varied challenges that generate on-the-job learning-Insurance Benefit: You only pay 40% of the value!-401(K) Pension Plan-Holidays + Floating Holidays-Vacation Days-KPI Metric Bonus Incentive-Commuter BenefitsIf you are passionate about fashion, have great communication skills and the ability to work well both as part of a team and alone this is the perfect opportunity for you!This role will allow you to develop both professionally in a dynamic fashion environment.Apply now and begin a successful career within MANGO.You got it?We like you!

Project Manager - Payroll / HR System Implementation3 years PM experience, Payroll/HR System implementation experience, Strong functional knowledge of payrollHybrid in NYCRequirements:3 years of experience in Project Management Experience with Payroll/HR System Implementation (Workday, ADP, etc.)Strong functional understanding of payroll systems Set project timelineMonitor project deliverablesUpdate relevant stakeholders or team members on the project progressCoach and support project team members with tasks you assign themPreferences:Multi-state payroll experienceMethodology (Waterfall or Agile)PMPThe ideal candidate will be responsible for planning, coordinating, and implementing projects within the decided-upon budget, timeline, and scope. They will also effectively monitor and present project updates to relevant stakeholders, clients, or project team members.