div class="content">Simple Title Closing & Escrow/ Director of Human Resources/ Danvers, MA
Simple Title Closing & Escrow, a growing, multi-state professional services organization focused on operational excellence, strong culture, and sustainable growth, is seeking an experienced generalist to join the team as the Director of Human Resources based in the Danvers, MA office.
The Director of HR will serve as a key strategic partner to ownership and senior leadership in strengthening a people centric infrastructure to support expansion, leadership development, and long-term retention across multiple states.
In this professional, hands-on role, you will be responsible for oversight of all aspects of the HR functions and will lead in the next phase of growth driving HR programs and best practices including recruitment, onboarding, payroll, employee relations and engagement, benefits management, performance management, compliance, policy development, workforce planning and leadership development and training.
This role requires travel to our other office locations to build relationships, support managers, reinforce culture, and ensure alignment across teams.
Benefits of the Job: - Comprehensive benefits including medical, dental, vision and short-term disability.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information.
Interpret and implement HR policies and procedures across the organization; recommend continual improvements, as needed • Actively participate in the recruitment of talent ensuring we hire the best of the best • Work collaboratively with the HRBP team to help drive and implement all HR programs, including talent & career development, career progression, leadership development, engagement • In partnership with Commercial training team, develop, drive, and deliver training and development programs aligned with the needs of the business • Partner with employees and managers at all levels to address and resolve employee relations matters and conduct investigations, as needed, working with Legal and Compliance. Responsibilities (including, but not limited to): • Provide leadership and expertise on both strategic and tactical HR matters for the Commercial organization and other groups, as needed • Establish credibility and trust throughout the organization and act as a valuable partner and coach to the business • Advise and counsel leadership and line managers in areas such as organizational development, talent and career development through Individual Development Plans (IDP), performance management, compensation, coaching, employee engagement and retention, headcount planning, recognition, etc.
p>The opportunity: The Director, Human Resource Business Partner is responsible for defining and executing human capital strategies for HBP, partnering closely with executives, managers, and employees to drive organizational performance, culture, and talent outcomes.
Partner with HR COEs (TA, L&D, HR Ops) to lead talent management, leadership development, performance management, and compensation processes with leaders and their groups/departments.
p>Reporting to the CHRO, the Director, Human Resources Business Partner (HRBP) provides HR leadership and consultation to client groups within multiple functions, including Regulatory, Corporate Strategy, Medical Affairs, and other key late-stage clinical areas. Builds strong partnerships within the HR team to enhance the function's effectiveness in providing solutions to key business needs and to roll out corporate-wide programs that enhance the overall employee experience and support growth and success of overall business strategy.
Builds consensus and alignment around a topic and persuades others to act\n \n\n Proactively defines, builds and implements value-added HR strategies and solutions\n \n\n Advises senior commercial leaders in solving complex issues related to organization design, development, and change leadership\n \n\n Establishes strategies and tactics to enable the business to attract, develop, and retain high-quality talent at all levels to support the growth objectives, opportunities, and strategies of the business\n \n\n Leads the strategic workforce planning efforts to ensure the people and talent strategy is in alignment with the organization's long range strategic plan (identification of long-term capability needs, talent acquisition and succession planning)\n \n\n Builds deep and impactful partnerships with the HR specialist functions such as Total Rewards, Talent Acquisition, People Experience, Talent Management and Strategic Analytics to provide HR solutions to key business needs and to roll out corporate-wide programs that enhance the overall employee experience and support growth and success of overall business strategy\n \n\n Works with commercial leaders to implement and manage key HR processes, such as the year-end performance management process (performance assessment, calibration, and compensation planning)\n \n\n Partner with Talent Acquisition (TA) to ensure TA strategy is in place to deliver on key capability and workforce builds, with a specific focus on diverse talent, critical and board-approved hires\n \n\n Provide perspective, guidance and coaching to organizational leaders regarding business challenges and opportunities, enhancing leadership capabilities, engagement & retention, increasing effectiveness, and optimizing organizational performance.\n \n\n Utilize data analytics and metrics to identify trends and market conditions to define, build and implement value-added HR strategies and solutions.\n \n\n Ensure organizational effectiveness through proper alignment of people, processes, structure, and culture with business strategies.\n \n\n Counsel and coach managers regarding performance management and effective leadership coaching. Works in partnership with Director of Employee Relations to address gaps in performance and effective management of issues and concerns.\n \n\n Serve as a role model and key shaper of a culture of innovation, curiosity, experimentation, challenging the status quo.\n \n\n Lead Strategic Workforce Planning that includes identifying people and organizational implications of the business strategy, identifying key talent and driving accelerated development and succession plans.\n \n\n Drive and support an open and inclusive culture that embraces individual difference.\n \n\n Partner with HR organization to plan, develop and implement initiatives and programs in talent acquisition, leadership & employee development, compensation, benefits, HRIS, training and development to ensure client's needs are understood and met by corporate- wide programs.\n \n\n \nPROFESSIONAL EXPERIENCE\n\n Bachelor's degree in a relevant field.\n \n\n A minimum of 12 years of HRBP experience, or the equivalent combination of education and experience, within a life sciences, biotech or pharmaceutical environment.\n \n\n Proven experience as an HRBP in a Commercial or customer-facing organization, in biotech/pharma.
Lead negotiator for certain labor contracts and will help direct and to drive the strategic and administrative initiatives with respect to the labor relations function for the University community, including routine interface with internal partners and external entities such as the U.S. National Labor Relations Board, the American Arbitration Association, and the Federal Mediation and Conciliation Service on behalf of the University. In depth, substantive knowledge of the NLRA with respect to represented and non-represented employee settings is required, as well as a full understanding of all of the rights of the employer and employee with respect to the NLRA, and other major labor and employment laws governing large, private institutions of higher education.
Lead negotiator for certain labor contracts and will help direct and to drive the strategic and administrative initiatives with respect to the labor relations function for the University community, including routine interface with internal partners and external entities such as the U.S. National Labor Relations Board, the American Arbitration Association, and the Federal Mediation and Conciliation Service on behalf of the University. In depth, substantive knowledge of the NLRA with respect to represented and non-represented employee settings is required, as well as a full understanding of all of the rights of the employer and employee with respect to the NLRA, and other major labor and employment laws governing large, private institutions of higher education.
li>Executive Coaching & Leadership Development: Coach senior leaders and leadership teams to strengthen performance, decision quality, and alignment, while leading robust talent reviews and succession processes.
Strategic Workforce Planning: Develop strategies to attract, develop, and retain high-impact technical and leadership talent, leveraging build/buy/borrow approaches, internal mobility, and reskilling initiatives.
Burlington, MA30+ days ago
p>Qualifications: • Bachelor's degree with 10+ years progressive HR experience, including significant HRBP experience supporting commercial organizations in a growth-oriented environment (biotech, pharma, medical device, or related industry preferred) • Strong experience in performance management, succession planning, and leadership development • Demonstrated ability to coach senior leaders and influence without authority • Experience leveraging HR analytics and AI-enabled tools to inform talent decisions • Strong business acumen with understanding of revenue models, territory management, and commercialization strategy • Excellent executive presence, communication skills, and facilitation capability • Demonstrated expertise in workforce planning, organizational development, and change leadership • Strong background in talent acquisition, employee development, engagement, and retention • Proven business acumen and ability to influence at all organizational levels, including executive leadership • Ability to operate independently and prioritize in a fast-paced, evolving environment • Experience designing and implementing talent strategies that support business scale, especially in growth-stage or transforming organizations.
• AI & Data-Driven Talent Practices • Leverage AI-enabled HR technologies to inform workforce planning, predictive retention analytics, performance insights, and talent acquisition strategies • Partner with HR Operations and Talent Acquisition to optimize systems and digital tools supporting commercial teams • HR Team Collaboration • Design and implement enterprise-wide talent, engagement, rewards and learning strategies • Create accelerated development journeys for high potential talent, integrating stretch assignments, training, mentorship, and visibility opportunities • Lead change initiatives; ensure effective communication and stakeholder alignment during transformations; Support leaders in navigating ambiguity and organizational change.
As a trusted advisor to executive leadership, the Director HRBP translates business and operating strategy into integrated, people‑centered solutions across talent management, organizational design, workforce planning, and change leadership. We collaborate with customers around the world to advance the release of effective, high-quality medicines, ensure the safety of food and water, and drive better patient outcomes by detecting diseases earlier, managing routine infections, and combating antibiotic resistance.
Typically requires a University Degree or equivalent experience and minimum 12 years prior relevant experience, or an Advanced Degree in a related field and minimum 10 years experience; 16 years of relevant experience in lieu of a degree. Partnering with HR Centers of Expertise and QMA leaders, this role supports transformation and change initiatives to ensure workforce strategies are implemented and aligned with business priorities.
Boston, Massachusetts9 days ago
Establish robust, audit-ready HR processes and governance frameworks (e.g., SOX-level compliance readiness) and partner cross-functionally to support proxy-level reporting or advanced corporate governance requirements as needed. You will serve as a trusted advisor to the leadership team, building the HR infrastructure needed for sustainable growth, investing deeply in our culture, and ensuring we remain compliant across multiple states.
Powered by two trusted, global brands, Shark and Ninja, the company has a proven track record of bringing disruptive innovation to market and developing one consumer product after another has allowed SharkNinja to enter multiple product categories, driving significant growth and market share gains. Attributes & Skills:
- At least 8-10 years of HR experience with a blend of business partnering and talent management/development focus, including organizational design and effectiveness, team building, performance management, career coaching, and leadership development.
p>CCPA. The Director, HR develops policy and directs and coordinates human resources activities, such as employment, compensation, labor relations, benefits, training, and employee services by performing the following duties personally or through subordinate supervisors.
The Scituate Public Schools have a commitment to maintaining an educational environment and workplace that establishes programs and support mechanisms to recruit and retain staff and ensure appropriate staffing levels that meet the needs of all students through a highly qualified and diverse workforce. Support district-wide initiatives, including Multi-Tiered Systems of Support (MTSS), Diversity, Equity, Inclusion & Belonging (DEIB), and Social-Emotional Learning (SEL) initiatives.
This position provides essential support to the Director of Human Resources and district leadership, assisting with talent management, benefits administration, compliance tracking, and HR programs. POSITION: Human Resources Assistant REPORTS TO: Director of Human Resources .
The HR Assistant is expected to alert the Director to matters that require his/her attention; to anticipate, undertake, and accomplish varied tasks with a minimum of supervision; foresee the Director's probable requirements and act accordingly; and use tact, diplomacy, and good judgment when communicating with the Director's associates, all staff, and the general public. Manage and respond to a wide range of Human Resources inquiries, including employment verification requests, direct deposit changes, tax withholding changes, leave-related, Public Service Loan Forgiveness (PSLF) certifications, suitability determination letters, and other employment-related matters.
This position provides essential support to the Director of Human Resources and district leadership, assisting with talent management, benefits administration, compliance tracking, and HR programs. Maintain applicant tracking systems (eg, PowerSchools Suite, Frontline, ASPEN), train internal users, and assist applicants.
li>In the absence of the HR Coordinator, serves as a backup for several key functions, including running CORI/SAFIS criminal background checks, responding to inquiries from town HR staff about unemployment claims, and providing technical assistant with the district's absence management system (Frontline) and evaluation platform (Perform). Manages leave processes by meeting with employees, requesting and reviewing required documentation, generating approval or denial notices, and maintaining effective communication with staff, the district payroll team, and the town HR team.
p>The Lexington Public Schools Human Resources Department serves 10 schools and the Central Administration Building and approximately 1,700 full-time, part-time and temporary employees. Administer Human Resources support for Lexington Community Education (LCE), Extended School Year (ESY), summer programs, and student internship placements.