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Director Human Brain Project Jobs (NOW HIRING)

Astound

Director, Human Resources

New York, NY

$130K - $175K/yr

The Director, Human Resources is responsible for managing the organization's employee relations ... Strong organizational and project management abilities. * Ability to balance business needs with ...

1-800-Flowers

Director, Human Resources

Hebron, OH · On-site

The Director, Human Resources is responsible for leading the Human Resources function for 1-800 ... Other duties, assignments, and specific projects may be assigned at the discretion of management.

Astound

Director, Human Resources

Princeton, NJ

$130K - $175K/yr

The Director, Human Resources is responsible for managing the organization's employee relations ... Strong organizational and project management abilities. * Ability to balance business needs with ...

Astound

Director, Human Resources

Bethlehem, PA

$130K - $175K/yr

The Director, Human Resources is responsible for managing the organization's employee relations ... Strong organizational and project management abilities. * Ability to balance business needs with ...

Astound

Director, Human Resources

Mountain Top, PA · On-site

$130K - $175K/yr

The Director, Human Resources is responsible for managing the organization's employee relations ... Strong organizational and project management abilities. * Ability to balance business needs with ...

Astound

Director, Human Resources

Evansville, IN

$130K - $175K/yr

The Director, Human Resources is responsible for managing the organization's employee relations ... Strong organizational and project management abilities. * Ability to balance business needs with ...

Astound

Director, Human Resources

Chicago, IL

$130K - $175K/yr

The Director, Human Resources is responsible for managing the organization's employee relations ... Strong organizational and project management abilities. * Ability to balance business needs with ...

HP Hood

Director, Human Resources

Agawam, MA · Remote

$180K - $200K/yr

The Director, HR develops policy and directs and coordinates human resources activities, such as ... Prepares personnel forecast to project employment * Writes directives advising department managers ...

Cibola General Hospital

Director HR

Grants, NM · On-site

Lead or participate in special HR projects related to workforce development, leadership training ... or Director level). * Prior experience in healthcare, preferably in a Critical Access Hospital ...

mercury

Director, Human Resources

Hudson, NH

The Human Resources Business Partner Director will drive the talent strategy and execution for the ... as cross functional projects / HR related work * Ability to build strong relationships with ...

HP Hood

Director, Human Resources

CT · Remote

$180K - $200K/yr

The Director, HR develops policy and directs and coordinates human resources activities, such as ... Prepares personnel forecast to project employment * Writes directives advising department managers ...

HP Hood

Director, Human Resources

Arkport, NY · Remote

$180K - $200K/yr

The Director, HR develops policy and directs and coordinates human resources activities, such as ... Prepares personnel forecast to project employment * Writes directives advising department managers ...

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All JobsDirector Human Brain Project Jobs

Director Human Brain Project information

See salary details

$44K

$109.6K

$197.5K

How much do director human brain project jobs pay per year?

As of Jun 28, 2026, the average yearly pay for director human brain project in the United States is $109,563.00, according to ZipRecruiter salary data. Most workers in this role earn between $74,000.00 and $144,500.00 per year, depending on experience, location, and employer.

What are some common challenges faced by the Director of the Human Brain Project, and how can they be addressed?

As Director of the Human Brain Project, one of the main challenges is coordinating large, interdisciplinary teams across multiple institutions and countries. Navigating differences in research priorities, timelines, and communication styles requires strong leadership and diplomatic skills. Additionally, managing substantial funding and ensuring compliance with ethical standards in neuroscience research are ongoing responsibilities. Proactively fostering open communication, setting clear goals, and leveraging collaborative technology can help address these challenges and keep the project on track.

What is the difference between Director Human Brain Project vs Neuroscience Program Manager?

AspectDirector Human Brain ProjectNeuroscience Program Manager
Required CredentialsAdvanced degrees in neuroscience, project management experienceMaster's or PhD in neuroscience or related field, project management skills
Work EnvironmentResearch institutions, large-scale scientific projectsAcademic or research organizations, coordinating neuroscience programs
Employer & Industry UsageResearch institutes, government agencies, international collaborationsUniversities, research centers, biotech companies
Common Search & Comparison IntentUnderstanding leadership roles in brain research projectsManaging neuroscience research programs and initiatives

The Director Human Brain Project typically holds a senior leadership role overseeing large-scale research initiatives, requiring advanced degrees and extensive experience in neuroscience and project management. In contrast, a Neuroscience Program Manager focuses on coordinating and managing specific neuroscience programs or projects within research institutions. Both roles demand strong organizational skills and industry knowledge but differ mainly in scope and seniority.

What are the key skills and qualifications needed to thrive as a Director of the Human Brain Project, and why are they important?

To thrive as a Director of the Human Brain Project, you need deep expertise in neuroscience or related fields, advanced research experience, and proven leadership in scientific project management, typically supported by a PhD and an extensive publication record. Familiarity with neuroinformatics platforms, large-scale data analysis tools, and experience with international research collaborations are essential. Outstanding communication, strategic vision, and the ability to foster interdisciplinary teamwork set exceptional candidates apart. These skills ensure effective coordination of complex research initiatives, drive innovation, and maintain the project's global impact.

What does a Director of the Human Brain Project do?

A Director of the Human Brain Project oversees and coordinates the research, strategic direction, and operations of the initiative, which aims to advance understanding of the human brain through interdisciplinary collaboration and cutting-edge technology. The Director manages teams of scientists, ensures progress towards scientific goals, and represents the project to stakeholders and the public. They are also responsible for securing funding, fostering international partnerships, and guiding the project's ethical and societal impact. Overall, the Director plays a crucial leadership role in driving innovation and scientific discovery in neuroscience.
What cities are hiring for Director Human Brain Project jobs? Cities with the most Director Human Brain Project job openings:
What are the most commonly searched types of Human Brain Project jobs? The most popular types of Human Brain Project jobs are:
What states have the most Director Human Brain Project jobs? States with the most job openings for Director Human Brain Project jobs include:
Director Human Brain Project jobs near you

Director, Human Resources

The Wright Center Medical Group

Scranton, PA • On-site

Full-time

Posted 7 days ago

Job description

Job Type
Full-time
Description
POSITION SUMMARY
The Human Resources Director (HRD) leads and oversees several HR functions to include: employee relations, HR systems, recruitment and retention, reporting, legal compliance, ensuring a positive and compliant work environment. This position will collaborate with leadership across the organization to develop and implement strategic HR initiatives, fostering a culture of diversity and inclusion while attracting and retaining top talent. Ensures compliance with all federal and state employment laws and regulations. Serves as a go-to resource for employee relations matters, providing guidance and support. Manages and maintains the Human Resource Information System (HRIS) as the super-user. Conducts training sessions for managers and supervisors on HR policies and procedures.
ESSENTIAL JOB DUTIES AND FUNCTIONS
While living and demonstrating our Core Values, the HR Director will:
General HR Responsibilities:
  • Administer various human resources plans and procedures for all company personnel; assists in development and implementation of personnel policies and procedures
  • Maintain compliance with federal and state regulations concerning employment
  • Responsible for the administration of the performance management process inclusive of probationary reviews, annual performance review process
  • Recommend new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed
  • Be the HR liaison and project manager as it relates to opening new clinical sites to ensure HR requirements are met timely
  • Assist with annual orientation of new class of residents/fellows with GME and HR team
  • Assist HR team with employee events and projects
  • Conduct training sessions for the management team as it relates to recruitment and selection, manager 101 on administering employee coaching, disciplines and performance improvement plans, harassment, etc.
  • Continue to improve processes and complete required PDSAs, SAFE Report, and community events
  • Provide annual UDS employee data for required health center report
  • Responsible for the oversight and timely filing of the annual EEO-1 report
  • Respond to data requests for grant submissions and other organizational reports such as board meetings, HRSA reports etc.
  • Regularly attend clinic huddles, operational meetings, and management meetings to disseminate critical HR updates, announcements, and policy changes
  • Work closely with other members of the HR team to maintain a high level of organization within
  • Provide HR support for HRSA site visits and applications
  • Responsible for clinician contract renewals
  • Assist and provide support to VP as needed
  • Special projects as requested/needed

Employee Relations:
  • Develop and implement HR policies and procedures related to employee relations.
  • Partner with all levels of management to communicate HR policies, procedures, and legal requirements to employees across all levels
  • Serve as a go-to resource for urgent employee matters, providing timely guidance and support on employee misconduct, employee personal crisis situations, and performance issues
  • Serve as a trusted advisor to managers, providing a confidential sounding board for complex employee situations. Collaborate with them to explore resolution options and develop effective strategies
  • Lead and guide involuntary employee separations in collaboration with relevant managers. Ensure a professional, compliant, and respectful process is followed throughout
  • Recommend and implement employee relations best practices to foster a positive work environment, high morale, and motivation
  • Conduct confidential investigations into employee complaints, concerns, and potential harassment, utilizing strong interpersonal and active listening skills to mediate solutions
  • Provide coaching and guidance to managers and supervisors on progressive discipline procedures and best practices as well as performance improvement plan administration, tracking and resolution. (e.g., TWCGME and TWCCH)
  • Oversee and manage all unemployment claims, including timely responses, documentation, coordination with internal stakeholders, and representation or preparation for unemployment hearings to ensure compliance with state and federal regulations.
  • Conduct training sessions for managers and supervisors on handling employee relations matters
  • Maintain confidentiality throughout the employee relations process.
  • Maintain visibility to provide guidance and support to employees on a broad range of HR-related issues across all locations

HR Systems
  • Partner with stakeholders to select HR systems that meet the organization's needs, as needed, and manage the implementation process of the chosen systems, ensuring a smooth transition for all users
  • Maintain the Human Resource Information System (HRIS) as the super-user. This includes managing the following modules:
    • HR data: Create, update, and maintain employee information in the HRIS system, ensuring data accuracy and integrity
    • Time and attendance: Configure and oversee timekeeping functions, including setting up rules, managing exceptions, and generating reports.
    • Document workflows: Streamline document management processes within the HRIS, including onboarding documents, new and annual signing of policies and procedures, agreements and acknowledgements to ensure compliance.
    • Data insights: Generate and analyze HR data reports to identify trends, inform strategic decision-making, and support workforce planning.
    • Web link configuration: Manage web link integrations within the HRIS to ensure seamless data flow and user experience.
    • Security: Administer user access control and security protocols.
    • Configuration: Ensure all settings are configured and updated as needed due to policy/procedure changes, new locations, legal updates, etc.
    • Community: Communication through HRIS to employees of HR-related information, events, updates and important notifications.
    • Troubleshoot complex system problems and identify root causes.
  • Collaborate effectively with system administrators and vendors to resolve system issues.
  • Develop and implement solutions to optimize HR and payroll processes, fostering strong collaboration between the departments
  • Partner with Payroll and Finance to ensure proper administration of system functions, processing and data auditing inclusive of FTE allocations
  • Make recommendations for electronic solutions to reduce usage of paper processes
  • Proactively recommend new applications for current and emerging technologies, such as AI, to streamline workflows, enhance communication channels, and foster a more engaged workforce
  • Manage bulk data uploads to ensure accuracy and integrity
  • Ensure timely completion of annual system maintenance and updates, to include the end/beginning of fiscal year changeover of all employee time off programs
  • Deliver training to introduce new functionalities and easier methods to end-users
  • Conduct system security audits to identify and mitigate vulnerabilities and inaccurate date.

Compliance:
  • Comply with and stay up-to-date on all labor laws and regulations to ensure compliance and reporting requirements, including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Fair Labor Standards Act's (FLSA), the Department of Labor, and so forth
  • Proactively minimize the company's exposure to employment-based lawsuits through adherence to legal best practices and a commitment to fair treatment of all employees
  • Champion a positive and respectful work environment to foster employee engagement and retention, reducing the potential for disputes
  • Protect the interests of employees in accordance with TWCGME and TWCCH Human Resources policies and governmental laws and regulations
  • Resolve complaints received through TWC's reporting mechanisms such as SAFE and Direct Access
  • Ensure all TWC locations have required labor law and federal posting requirements as well as other organizational posting requirements

Requirements
REQUIRED QUALIFICATION:
  • Meet The Wright Center for Community Health and its affiliated Enterprise entities' EOS People Analyzer Tool
  • Buy in and experience working in the EOS® model (strongly preferred)
  • Bachelor's degree in Human Resources or a closely related field. A Master's degree in Human Resources, Business Administration, Organizational Management, or similar experience is a strong plus.
  • 10+ years of progressive leadership experience within Human Resources, ideally in a healthcare setting
  • Strong understanding of employee relations, HRIS implementation, maintenance and administration, data reports, legal compliance, and the ability to translate organizational strategy into effective HR initiatives
  • Proven ability to motivate, engage, and coach a team, fostering a positive and productive work environment
  • Proven track record of successfully guiding teams through organizational change and fostering a culture of innovation
  • Exceptional analytical and financial analysis skills with a passion for using data to inform strategic decisions
  • Ability to leverage strong spreadsheet skills (e.g., Excel formulas and functions) and independently gather data from various sources and transform it for analysis in spreadsheets
  • Strong proficiency to extract, clean, and analyze data for dashboards
  • Critical thinking ability to collaborate with stakeholders to understand data requirements and translate them into actionable reports and dashboards
  • Ability to manage multiple complex projects simultaneously with meticulous attention to detail and follow-through
  • Excellent verbal and written communication skills, adept at presenting information to diverse audiences. Ability to build strong relationships and collaborate effectively with all levels of the organization, including the executive tea.
  • Strong computer skills including advanced Excel and proficiency in other MS Office Suite applications (Word, PowerPoint) and Google Workspace
  • Strong background and proven experience in the selection and administration of an HR system, as well as other HR systems
  • Deep understanding of and commitment to creating a healthy, inclusive, and diverse work environment
  • Possesses sound business judgment, strategic thinking, and the ability to influence others while maintaining high ethical standards
  • Energetic and results-oriented with a proven ability to thrive in a fast-paced environment, adapt to evolving business needs, and remain calm under pressure
  • Strong mentoring, coaching, and leadership skills to develop the talents of others
  • A mindful and engaged listener who fosters open communication and mutual learning across all departments
  • Maintains strict confidentiality and adheres to all HR-related policies and regulations

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