- UpvoteDownvoteShare Job
- Suggest Revision
The Human Resources Generalist provides professional level duties related to Human Resources, including responsibilities in the following functional areas: Employee Relations, Compliance, Performance Management, Onboarding, Payroll and Benefits Administration.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
The HR Manager supervises the Organizational Support Team (OST), comprised of five (5) professionals working in Human Resources (Senior HR Analyst), Occupational Health & Safety (Environmental Health & Safety Specialist), Training and Quality/Organizational Performance (Organizational Performance Manager & Organization Performance Coordinator), and Administrative Support (Administrative Specialist/HR Tech.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
They be experienced with f ull cycle payroll processing , timekeeping and HR systems , payroll tax processing , and year end processing. Oversee and balance vacation banks in the payroll system or in the absence management system as needed.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
You will report to the Executive Director of EmpowerSF, be a part of the Department of Technology, and serve as the Testing lead for Employee Central HR, Benefits, Time Management, and Payroll, the district's new, integrated HR, Payroll and Time system powered by SAP SuccessFactors and Workforce.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Lead and coach the Human Resources team to deliver excellence and efficiencies in: talent acquisition, leadership development, benefits, compensation planning, policy setting, performance evaluations, payroll, employee relations and labor relations, HRIS and engagement.
$90,000 - $130,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
The Workday Payroll Analyst will report directly to our Workday Center of Excellence and work closely with our HR shared service. Manage and perform end-to-end Payroll processes using Workday Payroll and other 3rd party Payroll systems (e.g., Xactly, custom Payroll app, etc.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Work with your HR Team and production management to ensure effective on-boarding and training strategies to maximize performance, improve engagement and comply with ISO standards.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
The HR Systems Analyst is responsible for the people analytics and Project Management function to URBN’s HRIS, Payroll and Workforce Management systems My URBN (UKG Pro), My Time (UKG Dimensions) and ICIMS. The HR Systems Analyst is responsible for managing the progress of the HR team HRIS projects, supports system design, functionality, and utilization by strategically analyzing and translating organizational needs.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
This position has responsibility for leading a team of human resources professionals who specialize in HR consulting, employee and labor relations, integrated disability management, organizational effectiveness, workforce planning, and systems/metrics.
$252,000 - $315,000 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The team includes the department manager, HR administrator, and two accounting administrators who, together, provide administrative support services to the firm’s Principals and Board of Directors, and supporting the senior management teams and employees in each of the firm’s professional services offices so they can focus on running their profit centers.
ExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
May collaborate with HR Partner on general employee relations concerns, performance management, team building, complaint/conflict resolution, career development, and training facilitation.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Join KBP Brands, a leading company in the Quick Service Industry, as a Senior Manager specializing in Workday HCM. In this pivotal role, you will be instrumental in driving the transformation of our human resources team through the optimization of Workday technologies and the enhancement of HR processes.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Provide leadership and oversight to HR systems including organizational development, talent acquisition, workforce planning, talent management, employee engagement, employee relations, personnel records, leave administration, performance management, training, compensation, benefits, HR systems, safety, policy development and implementation, regulations, and compliance.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Communicating needs proactively to the HR Manager, the HR Supervisor seeks to develop integrated solutions, formulates partnerships across the HR function, in both the RSC and Ace Corporate to deliver value added service to management and employees that reflect the business objectives of the organization.
$63,100 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Territory Sales Manager - Payroll/ HR. Close sales of our payment processing services, including card processing, payroll/HR outsourcing, and loyalty marketing like a boss.
ExpandApply NowActive JobUpdated Yesterday
payroll hr performance management jobs Title: senior human resources manager
FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).