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Part Time Human Resources Jobs in Rutherford, NJ

Sifted LLC

Part-time People (HR) Advocate

New York, NY · On-site

$28 - $32/hr

About the role The People Advocate serves as the in-market HR point of contact for Sifted's New York teams. This role provides visible, consistent People Operations support across New York locations ...

Salcedo LLC

Be Seen First

Recruitment Assistant - Part Time

New York, NY · On-site

$1K - $2K/mo

Coordinate with our internal HR team to schedule interviews and manage calendar invites. Data ... Schedule: Part-time Location: 100% Remote. Requirements A friendly, professional phone presence.

Regal

Team Member- $17.00/ HR

Flushing, NY · On-site

$17/hr

Team members are classified based on individual theatre needs, and/or employee availability, as either variable hour, part-time fixed, part-time regular or full-time hourly employees whose primary ...

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All JobsHuman Resources JobsPart Time Human Resources JobsPart Time Human Resources Jobs in Rutherford, NJ

Part Time Human Resources information

See Rutherford, NJ salary details

$27K

$45.1K

$61.2K

How much do part time human resources jobs pay per year?

As of Jun 9, 2026, the average yearly pay for part time human resources in Rutherford, NJ is $45,104.00, according to ZipRecruiter salary data. Most workers in this role earn between $38,200.00 and $48,900.00 per year, depending on experience, location, and employer.

What are some typical responsibilities and challenges faced by part-time Human Resources professionals?

Part-time Human Resources professionals often manage a variety of tasks, such as assisting with recruitment, onboarding new employees, maintaining personnel records, and supporting employee relations. A common challenge is balancing multiple priorities within limited hours, which requires strong time management and communication skills. Part-time HR staff frequently collaborate with managers and full-time HR colleagues to ensure continuity and compliance with company policies. This role can provide valuable exposure to different HR functions and is a great way to gain experience and grow within the field, potentially leading to expanded responsibilities or a full-time position.

What are the key skills and qualifications needed to thrive as a Part Time Human Resources professional, and why are they important?

To thrive as a Part Time Human Resources professional, you generally need knowledge of HR principles, basic employment law, and experience with recruitment or employee relations, often supported by a relevant degree or HR certification. Familiarity with HR information systems (HRIS), payroll software, and applicant tracking systems is typically required. Strong communication, organization, and problem-solving abilities make someone stand out in this role. These skills ensure effective support of HR functions, compliance, and positive employee experiences, even within limited working hours.

What is the difference between Part Time Human Resources vs Part Time Recruiter?

AspectPart Time Human ResourcesPart Time Recruiter
CredentialsHR certifications, relevant experienceRecruitment certifications, sourcing experience
Work EnvironmentHR departments, office settingsRecruitment agencies, corporate HR teams
Employer & Industry UsageUsed across industries for HR functionsPrimarily in staffing and recruitment firms
Search & Comparison IntentUnderstanding HR roles vs recruiting rolesDistinguishing recruitment-specific tasks from HR generalist duties

Part Time Human Resources professionals handle a broad range of HR functions, including employee relations, compliance, and policy implementation. Part Time Recruiters focus specifically on sourcing, screening, and hiring candidates. While both roles may overlap in candidate management, HR roles encompass a wider scope of employee management, whereas recruiters specialize in talent acquisition.

What are part time human resources jobs?

Part time human resources jobs involve working in the HR department of an organization on a reduced schedule, typically less than 35-40 hours per week. Responsibilities may include recruiting, onboarding, managing employee records, supporting payroll, and assisting with employee relations. These roles are ideal for individuals seeking flexible work hours while still contributing to essential HR functions within a company.
What are the most commonly searched types of Human Resources jobs in Rutherford, NJ? The most popular types of Human Resources jobs in Rutherford, NJ are:
What cities near Rutherford, NJ are hiring for Part Time Human Resources jobs? Cities near Rutherford, NJ with the most Part Time Human Resources job openings:
Part Time Human Resources jobs near you
Infographic showing various Part Time Human Resources job openings in Rutherford, NJ as of June 2026, with employment types broken down into 100% Part Time. Highlights an 100% In-person job distribution, with an average salary of $45,104 per year, or $21.7 per hour.
Senior Manager, HR Business Partner (MNR)

Senior Manager, HR Business Partner (MNR)

Metropolitan Transportation Authority

New York, NY • On-site

$118K - $123K/yr

Full-time, Part-time

PTO

Posted 12 days ago

Metropolitan Transportation Authority rating

7.5

Company rating: 7.5 out of 10

Based on 132 frontline employees who took The Breakroom Quiz

38th of 76 rated public transport

Job description

Description
Position at MTA Headquarters
JOB TITLE:
Senior Manager, HR Business Partner (MNR)
DEPT/DIV:
People
SUPERVISOR:
Senior Director HR Business Partner
WORK LOCATION:
420 Lexington Ave, New York, NY 10170
HOURS OF WORK:
8:00 am - 4:00 pm (8 hours/day) or as required
FULL/PART-TIME
FULL
SALARY RANGE:
$118,153 - $123,384
DEADLINE:
Until filled
This position is eligible for telework, which is currently one day per week. New hires are eligible to apply 30 days after their effective date of hire.
Opening:
The Metropolitan Transportation Authority is North America's largest transportation network, serving a population of 15.3 million people across a 5,000-square-mile travel area surrounding New York City, Long Island, southeastern New York State, and Connecticut. The MTA network comprises the nation's largest bus fleet and more subway and commuter rail cars than all other U.S. transit systems combined. MTA strives to provide a safe and reliable commute, excellent customer service, and rewarding opportunities.
Job Summary:
This role serves as the MTA Agency's Senior Manager, HR Business Partner (HRBP), responsible for implementing integrated HR solutions, programs, and strategies aligned with organizational priorities. The position supports a full range of human resources activities across multiple functions, partnering closely with agency leadership to drive effective people practices.
The incumbent oversees day-to-day HR operations for assigned departments and builds strong, strategic relationships with stakeholders. This role ensures the delivery of efficient, customer service-oriented HR support to meet evolving business needs.
Key areas of responsibility include employee relations consultation, policy interpretation and application, leave administration, organizational design, workforce planning, and compensation consultation.
Responsibilities:
  • Serve as a strategic HR Business Partner by providing expert guidance and clear interpretation of People policies to leaders and employees, ensuring consistent, compliant, and business-aligned application. Build and sustain trusted relationships with client groups, engaging regularly with business units to develop a deep understanding of priorities, challenges, and opportunities. Act as a trusted advisor to managers on performance management, including coaching, employee relations, development, and career progression to drive individual and team effectiveness.
  • Provides workforce relations services to Metro-North Railroad (MNR) employees, including but not limited to investigating, analyzing, and recommending the resolution of employee disputes and complaints. Partners with management, Legal, DEO, and Labor Relations (as appropriate) to resolve disciplinary and performance matters and ensures consistent application of MTA and MNR's policies, including the Respectful Workplace Policy. Maintain a strong field presence by visiting operational locations to build trust and gain insight into business challenges and deliver practical and actionable People/HR solutions aligned with organizational goals.
  • Partner with leadership, management, and employees to strengthen working relationships, increase job satisfaction and employee engagement, increase productivity and retention, and reduce/mitigate turnover.
  • Support the Compensation process for non-represented employees by preparing salary offers and conducting comprehensive salary/peer analysis. Provide support to departments with respect to organizational structure design, review/revise position descriptions. Provide informed recommendations on job family placement and leveling to support career progression and organizational effectiveness.
  • Act as an integrated partner in the talent acquisition process for the assigned business unit. Collaborate with department leads to assess staffing needs, define hiring strategies, and design roles that align with business objectives, and update current job descriptions to ensure the departments attract and retain talent. Review Talent Acquisition deliverables and provide feedback accordingly. Execute strategic workforce planning, succession planning, and organization structure optimization to achieve department targets and milestones.
  • Oversee the day-to-day leave administration programs (e.g., FMLA, NY Paid Family Leave (PFL), STD and LTD), in accordance with the applicable MNR policies, federal and state regulations, including preparation of requests, and handling all communication and guidance with employees, managers and all other parties involved (e.g., Labor Relations, third party vendors, etc.) regarding employee benefits information for assigned business unit.
  • Maintain knowledge of legal requirements and applicable organizational policies related to the day-to-day management of employees, to reduce risks and ensure regulatory compliance.
  • Provide research and statistical information to assist in the formulation of HR policies and programs, including ad hoc research and reports as requested. Leverage data, analytics, and key workforce metrics to identify trends, inform decision-making, and deliver proactive, People-focused solutions that enhance organizational efficiency and overall business performance.
  • Identify training needs and work closely with the Learning, Engagement, and Development Department (LEaD) and/or senior management to develop programs.
  • Provide employee benefit information as appropriate. Keep abreast of any changes to policy and employee benefits and ensure accurate communication of the same.
  • Select, develop, and motivate staff and provide career development for team members. Provide effective coaching and counseling. Manage team and individual performance. Create a professional environment that respects individual differences and enables staff to develop and contribute to their full potential.

Required Knowledge/Skills/Abilities:
  • Demonstrated supervisory and/or leadership abilities.
  • Must have the ability to handle confidential matters and information; strong judgement acumen.
  • Must have practical working knowledge of at least two of the following human resource disciplines: recruitment, compensation, performance management, employee relations, HRIS, or benefits.
  • Must have experience administering human resources programs with the ability to effectively manage multiple responsibilities simultaneously within limited specific time frames.
  • Must possess proven, effective leadership, management, problem-solving, planning, organizing, decision making skills, with creative abilities, to identify and resolve related issues and find solutions, as well as establish preventative measures for future occurrences.
  • Strong working knowledge of corporate organizational structures and their functions, with a broad perspective of resource-staffing needs and employee development.
  • Working knowledge of labor agreements and related human resources laws.
  • Knowledge of relevant state and federal laws and regulations affecting related HR activities.
  • Effective communication (oral and written), human relations, presentation, conflict/management, coordination, and negotiating skills.
  • Experience developing, implementing, and administering policies and procedures.
  • Proven ability to build effective partnerships with department heads and managers.
  • Proven ability to take initiative and be proactive, with the ability to identify and anticipate department needs and recommend solutions.
  • Proven ability to interact with managers and employees at all levels in the organization, and to work as part of a team.
  • Advanced working knowledge of Microsoft Office applications (i.e., Excel, Word, Visio, PowerPoint, or Power BI); TEAMS, Zoom, or similar virtual platforms; and HR Systems - PeopleSoft, Oracle, or similar HRIS software applications.
  • Have the ability to generate spreadsheets and analyze data.

Required Education and Experience:
  • Bachelor's Degree in Arts/Sciences (BA/BS) in Human Resources, Business Administration, Organizational Development, or related field, or equivalent experience. Demonstrated equivalent experience, education, and/or technical credentials to include four (4) years of related experience may be considered in lieu of a degree.
  • Minimum 7 years of recent, related, progressively responsible human resources experience.
  • Minimum 5 years of experience managing a staff, process, or projects.

The Following is/are preferred:
  • Master's degree in Arts/Sciences (MA/MS) in Human Resources or related field.

Travel Requirements:
  • Travel across the MNR operating territory to implement People Department transactions and initiatives, and provide support to operating departments in their related activities, projects, and meetings.

Other Information
May need to work outside of normal work hours (i.e., evenings and weekends)
Travel may be required to other MTA locations or other external sites.
According to the New York State Public Officers Law & the MTA Code of Ethics, all employees who hold a policymaking position must file an Annual Statement of Financial Disclosure (FDS) with the NYS Commission on Ethics and Lobbying in Government (the "Commission").
Equal Employment Opportunity
MTA and its subsidiary and affiliated agencies are Equal Opportunity Employers, including those concerning veteran status and individuals with disabilities.
The MTA encourages qualified applicants from diverse backgrounds, experiences, and abilities, including military service members, to apply.

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