Job Postings

Associate Director of Workforce Policy and Labor Relations

Workforce Policy and Labor Relations (WPLR) provides leadership and counsel in the areas labor/employee relations, workplace accommodations for disability and religion, non-academic human resource policy development and interpretation, unemployment insurance administration, and layoff policy administration. In addition, WPLR is responsible for the administration of University Policy 6.4 with respect to claims of prohibited discrimination.  Our four-person team partners with Human Resource professionals across Cornell’s 14 colleges and units and oversees the labor relations contracts and negotiations for 1,400 staff members.

Key Responsibilities

In this role you will work with the Director to provide leadership for and conduct EEO (e.g. Title VII; ADA; ADEA) compliance activities, including informal inquiries and formal investigations under University Policy 6.4 “Prohibited Bias, Discrimination, Harassment, and Sexual and Related Misconduct.” You will be responsible for initial intakes on protected class discrimination matters, follow up, documentation and maintenance of statistical records and you may assist with intakes and investigations for issues raised under Title IX.     In addition, you will:

  • Partner with the Office of Title IX Coordinator and the Department of Inclusion and Workplace Diversity on the development and implementation of EEO compliance-related training, including annual discrimination and harassment advisor training, employee relations and policy interpretation.  

  • Assist with disability and religious accommodations.

  • Conduct and supervise university level employee relations matters including disciplines, layoffs and policy interpretations.  

  • Partner with the Director in engaging in on-going employee relations matters and participate in committees as needed.  

  • Conduct labor relations activities, including negotiations, grievances and arbitrations and consult and advise HR leadership across campus on matters related to union contracts.

  • In collaboration with the director, ensure WPLR compliance with all legal and internal audit requirements, including preparation and filing of legally and internally required reports.

  • Develop and present programmatic recommendations for WPLR services, including financial and climate implications, to university and college/unit leadership.

  • Provide significant expertise, principal consultation and input to University HR strategy through collaboration with VP for HR, team-based and individual means.  Ensure effective consultation for WPLR services to leadership and employees as appropriate.

Core Qualifications

Qualified candidates will possess a Bachelor’s degree with 5-7 years of experience in human resources, labor relations, or a related area or combination of education and experience.  Specifically, top candidates will have demonstrated and verifiable skills to:

  • Excel in the art of relationship management and possess refined and flexible communication skills that are rooted in active listening, professionalism, respect, and thoughtful consideration for all human beings regardless of behaviors or circumstances.

  • Serve as a trusted advisor to consult with clients to understand HR issues and resolve related problems

  • Effectively consult in employee relations and policy interpretation.

  • Utilize mature judgment, discretion for confidentiality and solid reasoning skills.

  • Successfully work with differing levels of authority and supervision.

  • Maintain neutrality and work well under pressure.

  • Serve as a self-starter who is able to work independently as well as an effective team member

  • Read and interpret complex documents and utilize and create data and reports to make effective recommendations.

If you possess these experiences and skills fantastic!  There are a few other qualifications that we would view as an added bonus in helping to hit the ground running, they include knowledge of Title VII, ADA, ADEA and general employment law topics.    Some labor relations experience in contract negotiations, contract administration, grievance and arbitration, and policy development are helpful. Experience in a university setting would also be a plus but not required.  

Rewards and Benefits

We hope you appreciate great benefits. Cornell receives national recognition, as an award-winning workplace for our health, wellbeing, sustainability, and diversity initiatives.

  • Our benefits program includes comprehensive health care options, access to wellness programs, employee discounts with local and national retail brands, and generous retirement contributions.

  • Our leave provisions include three weeks of vacation and 12 holidays: e.g., an end-of-year winter break, from December 25 through January 1.

  • Cornell's impressive educational benefits include tuition-free Part-time Study and Employee Degree Program, Tuition Aid for external education, and Cornell Children's Tuition Assistance program.

We invite you to follow this link to get more information:

To Apply online visit:




Reports to
Senior Managing Partner


The human resource generalist performs duties at the professional level in some or all of the following functional areas: employee relations, training, employment, affirmative action and employment equity program, benefits management, and payroll functions. This position requires an extremely perceptive person who is capable of relating to individuals at all levels within the organization. The generalist must be sensitive to employee goodwill and business needs.

Essential Functions
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

  1. Maintains all employee and applicant documentation as dictated by governing agencies.

  2. Manages and tracks all employee disciplinary action.

  3. Coaches, counsels and guides managers before executing employee disciplinary actions.

  4. Maintains and processes all Unemployment Notices of Entitlement and potential charges in a timely, efficient manner. Attends unemployment hearings when necessary.

  5. Assists with recruitment tasks as needed (reviews applications, interviews).

  6. Acts as an employee relations specialist.

  7. Monitors tardy and absenteeism reports and ensures proper documentation is issued on employees who have excessive tardiness or absenteeism problems. Reports vacation, sick, personal day and holiday use to payroll and scheduling. Maintains and distributes report of same.

  8. Maintains employee personnel files.

  9. Maintains, updates and distributes the employee phone list.

  10. Ensures compliance with USCIS Form I-9 Employment Eligibility Verification; periodically audits Forms I-9.

  11. Distributes and monitors employee performance evaluations and ensures they are done in a timely manner (i.e., three months, six months, one year and yearly thereafter).

  12. Updates, monitors and maintains eligible salary adjustments/increases based on three- and six-month and one-year evaluations.

  13. Reports, maintains and monitors all workers' compensation case files; follows-up on open cases.

  14. Monitors employee eligibility for benefits plans. Reviews benefits with employees and processes enrollment, cancellation or changes. Organizes and manages annual open enrollment communications and election process. Maintains and distributes a list of new and canceled employees under each benefit plan. Verifies benefit billing accuracy and processes for payment.

  15. Maintains and coordinates Sunshine Committee activities.


  1. Business Acumen.

  2. Communication.

  3. Consultation.

  4. Critical Evaluation.

  5. Ethical Practice.

  6. Global & Cultural Awareness.

  7. HR Expertise.

  8. Relationship Management.

Supervisory Responsibility
This position has no supervisory responsibilities.

Work Environment
While performing the duties of this job, the employee regularly works in an office setting.

Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

While performing the duties of this job, the employee is regularly required to use hands and fingers to handle, feel, or operate objects, tools or controls, and reach with hands and arms. The employee is frequently required to stand, talk and hear.

Position Type/Expected Hours of Work
This is a full-time position. Days and hours of work are Monday through Friday, 8:30 a.m. to 5:00 p.m.

Required Education and Experience/Certifications

  1. Bachelor's degree in Business Administration with a focus on Human Resources Management, or Bachelors of Science degree in Human Resource Management.

  2. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) certification.

  3. Experience in the administration of benefits and compensation programs and other human resource programs.

Preferred Education and Experience

  1. Human resource experience in this industry.

  2. Three to five years of HR generalist experience.

Other Duties
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. 

Please apply at the following link


Olinsky Law Group

HUMAN RESOURCES MANAGER MBA w/concentration in HR, SHRM or ALA certification preferred.

POSITION DESCRIPTION - The Human Resources Manager reports to the Managing Partner.

Responsibilities Overview - The Human Resources Manager is responsible for the nonlegal operational management of the firm and for guiding the business decisions of the firm to maximize the efficiency, profitability, and business success of the organization. In general, the HUMAN RESOURCES MANAGER is responsible for initiating and directing the implementation of policies established by the Managing Partner related to the financial, operational, human resources and administrative aspects of the firm, and for establishing procedures necessary to ensure that all professional and administrative support activities run efficiently and effectively. All non-lawyer personnel report to the HUMAN RESOURCES MANAGER. The HUMAN RESOURCES MANAGER supervises the use of time by all non-lawyer personnel. The HUMAN RESOURCES MANAGER is a nonvoting, ex-officio member of all firm committees.

Primary Specific Responsibilities

General Firm Operations-

1. Direct the day-to-day, operational activities of the firm, including all administrative support functions.

2. Identify areas of potential cost reduction and efficiency improvement and encourage all staff to do the same.

3. Maintain appropriate internal controls and auditing procedures.

4. Review insurance and other fringe benefits of the firm and make appropriate investigations and recommendations regarding changes of such items.

5. Prepare special analyses and direct special projects as required by the Managing Partner.

Human Resources-

1. Staffing: Make recommendations on the creation of new staffing positions, including the appropriateness of such positions and justification for such positions.

2. Record keeping: Develop, collect and retain employee information

3. Compensation and Evaluation: Research market salary rates on all employees; make proposals for the criteria for merit increases; recommend policies regarding seniority systems; prescribe the frequency of, and accountability for, evaluations; and design evaluation and feedback procedures. Participate in performance and yearly reviews.

4. Ethics and Compliance: Provide safeguards to ensure the confidentiality of employee information; research regulations surrounding hiring, promotion, benefits, and safety; develop procedures that protect against regulatory violations, and develop and maintain file management systems.

5. Counseling and Discipline: Define and recognize performance or behavior problems; counsel employees on performance and behavior problems; develop or find resources to provide employee assistance with personal problems; design disciplinary procedures and accompanying documentation; and conduct terminations and exit interviews when necessary.

6. Benefit Plans: Administer plans, such as medical, medical reimbursement, profit sharing, pension, life and disability insurance, payroll deductions, and direct deposit.

7. Communications: Identify issues that affect the workplace and develop policies addressing them; prepare and distribute office manuals, and revise them when necessary; develop and implement orientation and training programs; and develop and implement office relations programs.


Responsible for payroll processing and administration. Additional responsibilities to be determined depending upon the skill sets of the successful candidate.

Office Administration-

1. Firm Support: Direct lawyer support functions for the firm, including secretarial, reproduction, messenger, library, reception, and telephone services; be responsible for the investigation of—and give advice to the Managing Partner on—acquisition, disposition, and safeguarding of all office equipment; and be responsible for the investigation of information on pricing and availability of computer equipment as requested by the partnership.

2. Maintenance: Manage the office space, including safety, security, and space utilization (with consultation from the Managing Partner).


1. Marketing Information Systems: Design or supervise the preparation of mailing lists and client/referral source databases as directed by the Managing Partner or any Marketing Committee(s); and establish systems to keep current marketing databases and follow-up activities, and to retrieve information upon request by the Managing Partner, individual lawyers, or staff.

2. Budget: Supervise and track a marketing budget, as and when developed by the firm; and track marketing expenditures by the firm.

Performance/Position Review-

The HUMAN RESOURCES MANAGER's job performance and salary will be evaluated annually. This job description may be changed from time to time upon determination of the Managing Partner.

Job Type: Full-time

Salary: $55,000.00 to $65,000.00 /year

Link to apply:

HR Works, Inc. logo

Associate Director of Human Resources - Syracuse, NY

HR Works, Inc. is assisting this growing non-profit organization with a new opportunity!  This client is a thriving Agency based in Syracuse, New York. They offer employees the opportunity to empower individuals of all ages and abilities to reach their full potential as part of their shared community.

The organization provides services to over 3,000 individuals in five primary areas: programs for individuals with Developmental Disabilities or Acquired Brain Injuries (ABI), services for those with Mental Health diagnoses, Clinical Services for those with disabilities and Preschool Education and Consumer Directed Homecare. All services empower individuals to reach their unique level of independence!

We are currently seeking an innovative and energetic Associate Director of Human Resources to join this growing Agency. The position will primarily be responsible for coordinating the Agency’s Human Resources policies and ensuring compliance with applicable laws and regulations. Working closely with the Associate Executive Director of Human Resources.  This position will develop, implement and continually evaluate Human Resources policies, functions and initiatives.

Key Responsibilities:

  • In partnership with the Associate Executive Director of Human Resources, develop and maintain the Agency’s Human Resources standards and procedures
  • Participate in Agency quality improvement activities and initiatives including strategic planning, task teams, fundraising and/or staff development
  • Develop and maintain the Human Resources Policy and Procedure Manual and the Agency Employee Handbook, and Communicate relevant updates following the established department guidelines
  • Conduct employee investigations and make recommendations; enter related documentation into the Human Resources database
  • Provide ongoing direction, coaching and mentoring for employees in the Human Resources department
  • Future Staff Supervision Oversight of Benefit and Payroll Administration

Education and Experience:

  • Bachelor’s Degree in Business Administration, Human Resources or related field with a minimum of five (5) years of progressive Human Resources experience
  • Minimum of two (2) years supervisory experience
  • Strong Payroll and Benefit Administration experience preferred
  • SHRM-CP or SHRM-SCP and/or PHR or SPHR certification preferred
  • Familiarity with payroll and HRIS systems, such as ADP is preferred
  • Proficient using MS Office products
  • Must have a valid NYS Driver License

This Agency offers a competitive benefits package and opportunity for career development!

This Agency is an equal opportunity organization. They recruit, employ, train, compensate, and promote without regard to race, religion, creed, color, national origin, age, gender, sexual orientation, gender identity, marital status, disability, veteran status, or any other basis protected by applicable federal, state or local law.

HR Works, Inc. is committed to equal opportunity for all, without regard to race, religion, color, national origin, citizenship, sex, sexual orientation, gender identity, age, veteran status, disability, genetic information, or any other protected characteristic. HR Works, Inc. will make reasonable accommodations for known physical or mental limitations of otherwise qualified employees and applicants with disabilities unless the accommodation would impose an undue hardship on the operation of our business.

Human Resource Assistant

Job Description:

Posting #: A001-1312-128
In a fast-paced office, under general supervision, performs a variety of paraprofessional, complex clerical work related to personnel management. Assists in maintaining continuity in important matters with high levels of consequence, including but not limited to recruitment, grievances, retention/layoff documents, employee leaves, attendance and time banks. Utilizes knowledge of human resources, state education law and civil service administration in exercising responsibility for employee records and providing advice and assistance in a variety of human resource transactions pursuant to collective bargaining agreements, workers compensation and other human resource transactions. Communicates effectively with business partners and external customers to gather information and resolve questions. Ensures the HR department is organized and operates efficiently to attract, hire and retain the best employees.

Qualifications: Competitive Civil Service position. Candidates must meet the minimum Civil Service qualifications and successfully complete the exam.  Associates or Bachelors degree in business, public administration, education, human resources or related field and 1-3 years of human resource experience.

Proven experience as an HR Assistant, Staff Assistant or relevant HR/Admin position. Strong computer and data literacy.  Hands-on experience with Human Resource Information System (HRIS) and Applicant Tracking System (ATS) software, and resume databases.  Basic knowledge of State and Federal labor laws.  Excellent organization and communication skills.

Please send cover letter, resume and DCMO BOCES Application found at: 

Company Description:

The Delaware-Chenango-Madison-Otsego Board of Cooperative Educational Services is a regional educational agency providing services in partnership with local school districts and municipalities. Our BOCES is one of 37 across New York State offering programs to students, teachers, administrators and the community.

Delaware, Chenango, Madison, Otsego  BOCES does not discriminate on the basis of an individual's actual or perceived race, color, religion, religious practice, national origin, ethnic group, sex, gender identity, sexual orientation, political affiliation, age, marital status, military status, veteran status, disability, weight, predisposing generic characteristic, domestic violence victim status, or any other basis prohibited by New York state and/or federal non-discrimination laws in its programs and activities, and provides equal access to the Boy Scouts and other designated youth groups. 



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